66 CHAPTER 8 (Continued) QUESTION
6. A receiving clerk has been coming in tardy every day for the past week. What steps should be taken in the progressive discipline process?
ANSWER
Disciplining an employee is an important process to correct a behavior or action that is not aligned with a department’s goals and policies. Consult Human Resources to understand the steps in progressive discipline which may involve:
a) Giving the employee a written warning and keeping the details in the employee’s file.
b) If tardiness continues, notify the employee and consult Human Resources for the following steps.
It is important that every step taken is consistent with department/facility policy and all steps taken with the employee are documented with date, time, and those present during the disciplinary discussion. Everything done must be done the same way with every employee who experiences repeated tardiness.
7. How should the CDM, CFPP best prepare for a disciplinary action meeting with an employee?
a) Gathering all the facts about the complaint/problem. b) Prepare a document outlining the incident and corrective action. c) Ask the employee to meet and ask my supervisor to be present as well.
d) During the meeting, explain the reason for the meeting to the employee and the corrective action required.
e) Ask the employee for his/her input on the problem and corrective action.
f) Agree on a plan to correct the problem on hand and improve the employee’s performance.
g) End the meeting with signing, ask the employee to sign the document and file the document. If the disciplinary action results in suspension and termination then work with the HR department through the process.
8. The cook that was hired a year ago has shown up to work under the influence of alcohol a few times already. How should the CDM, CFPP handle this matter?
Go to Human Resources and describe the situation, along with any documentation collected. Consult with them on how to proceed. The following may be recommended by Human Resources:
a) Discuss the employee’s behavior with the employee in front of one or two witnesses. b) To avoid discrimination claims, be sure and apply the same standards to all employees.
c) If an exception is made for an employee who might be going through a personal issue at the time, make sure to document it.
d) If the employee admits he has an alcohol dependency problem, try to accommodate him, as alcoholism is a disability under the American with Disabilities Act. Offer the employee information about the Employee Assistance Program (EAP) available to him free of charge. Regardless of the case, tell the employee to leave work for that day, but arrange for someone else to drive him home.
e) Human Resources may recommend to terminate the employee if his alcohol or drug impairment is substantial and would result in firing of any employee based on the company’s policies, according to the U.S. Department of Labor. However, accommodation may be necessary for a recovering addict who has relapsed.
9. Employee satisfaction surveys show that employee morale is low in the workplace. What should be done to increase employee satisfaction?
One of the main reasons employee morale is low is because their needs are not being met.
a) Treating employees with respect and dignity is important to boost their morale, treating each employee fairly regardless of the type of decisions made or required, demonstrating integrity by doing what is said, providing regular feedback to each employee.
b) Communication is the key to providing an atmosphere of trust and support and another way to boost employee morale. Communicate with employees about the direction of the department. Develop a consistent habit of communicating with each employee in person. Get to know about their lives outside of work by listening to them. Encourage and support their growth. Establish a relationship of trust and respect, both outside and inside the workplace.
c) Rewarding employees for good work. Rewards do not have to be monetary. Employees appreciate a simple thanks or a personal note.
Foodservice Management—By Design
SUPPLEMENTAL MATERIAL
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