When a disciplinary action commences, supervisors should:

When a disciplinary action is initiated, handling the matter with sensitivity ensures fairness, respect for the individual, and adherence to organizational policies. Sensitivity also reduces the risk of exacerbating tensions or triggering negative outcomes, such as grievances or workplace conflicts.

Why Sensitivity is Key:

Demonstrates empathy and reduces potential for resentment or escalation.

Upholds organizational ethics and aligns with HR best practices.

Maintains employee dignity while addressing the issue effectively.

Evaluation of Other Options:

B. Establish control: While control is important, a heavy-handed approach may undermine trust and create adversarial situations.

C. Ignore individual differences: Ignoring differences fails to recognize that disciplinary actions must consider context, including past behavior and circumstances.

D. Discipline only as a last resort: Disciplinary actions are a necessary part of enforcing policies, and avoiding them until the last resort may weaken organizational integrity and accountability.

Best Practices in Disciplinary Actions:

Adhere to clear and documented procedures.

Address the issue promptly and privately to minimize workplace disruption.

Ensure fairness and avoid personal biases.

ASIS CPP® References:

Domain 2 (Business Principles and Practices): Ethical leadership and HR management.

Domain 3 (Personnel Security): Handling employee-related matters with professionalism and fairness.

Best Practices: Employee discipline guidance in compliance with labor laws and organizational policies.