Corrective action sounds intimidating and complicated. But in reality,it’s a process that can be simplified relatively easily. Today, I’ll break down the components for you and show you how to use these practices within your restaurant.
Why Should You Use It
With the number of employment lawsuits on the rise, employers feel like they have to walk on pins and needles. And as with almost anything else business-related, documentation is key when it comes to discipline and corrective action.
I can’t express how important it is that you use a corrective action form. This form simplifies the documentation process and also compiles all of the necessary data in one place.
And the fact that it is signed by both yourself and the employee offers additional legal protection and beefs up the paper trail.
When to Use
I recommend that corrective action is a “last resorts” measure. By the time you get to this step, you should have exhausted all other methods, including mentoring, coaching, and employee development plans.
How to Use
Before you’re ready to sit down with the employee and your corrective action form, you’d be best-served to perform a root cause analysis and be sure you did everything possible to correct the behavior. Basically, this means you’re going to evaluate why – despite attempts by you and the employee – performance hasn’t improved thus far.
In actuality, this is more of a mini review, since you’re honing in on one key issue that needs correcting instead of an employee’s overall job performance. This problem behavior may be tardiness, attitude, incomplete tasks, etc.
You need to be careful, and reflective, here too though and remember it’s not always the employee’s fault. Some of the responsibility could actually lie at your feet or those of your management team.
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Legal Disclaimer: The information I publish is not legal advice but rather is intended to prompt a discussion on best practices in human resources. Further, federal and state laws are amended frequently and vary significantly from jurisdiction to jurisdiction. Therefore, the published information may not be current at the time that you read it or it may not be applicable to your jurisdiction. As such, you should not rely upon any of the published information without first consulting directly with Restaurant HR, legal counsel, and reviewing your local, state, and federal laws as well as any applicable industry practices and company policies.
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