It is unfortunate, but employers often have to be disciplinarians as well as supervisors. It's impossible to run an effective and efficient office without some company guidelines, many of which often come into conflict with the behavior of workers. Consequently, a history of chronic discipline can indicate that a worker isn't a good fit and needs to be let go or at the very least, not promoted.
One important reason to maintain detailed records of disciplinary action is that it can often result in charges of discrimination. According to a BLR survey, discrimination charges rose by around 7,000 across the country over the past year. This means that employers need to carefully record and analyze their reasons for disciplining staff members so that they can't be accused of being unfair.
Additionally, when letting workers go, failing to promote them or shifting them to another department, matters of benefits and compensation can arise. While it isn't legal to strip workers of benefits in lieu of discipline, it is possible to deny them a promotion that affords them increased benefits. Speak with an employee benefits consultant to be sure that company policies fairly and effectively govern disciplinary actions.
