How effectively does your organization align its discipline and termination policies, objectives, and practices with its strategic, business, and talent management objectives?

To what degree do your organization’s discipline and termination policies and practices help it enhance the value of your human capital, make it more competitive, and help achieve its strategic and business objectives?

How positive an impact do your organization’s discipline and termination policies and practices have on your financials (e.g., revenue, labor costs, profitability, and earnings per share)?

How well do your organization’s discipline and termination policies and practices demonstrate your commitment to compliance with laws and regulations? 

To what extent does your organization assess current and future external factors ― such as the economy, competition, technology, or laws and regulations ― for their impact on the purpose, scope, and effectiveness of your discipline and termination policies, practices, and processes?

To what degree does your organization assess current and future internal factors ― such as changes in your organization’s culture, values, or mission, organizational structure, strategic and business objectives, or workforce diversity ― for their impact on the purpose, scope, and effectiveness of your discipline and termination policies, practices, and processes?

To what degree does your organization regularly assess its discipline and termination policies, practices, and processes to determine if they comply with federal, state, and local laws, regulations, and Executive Orders, professional standards, and, where appropriate, best practices?

How effective are your organization’s culture, values, and ethical standards in supporting and enhancing your discipline and termination policies, practices, and processes?

How would you rate the level of knowledge your managers and supervisors possess about your organization’s discipline and termination policies, practices, and processes to answer routine employee questions?

How well does your organization survey its employees to determine if your discipline and termination policies, practices, and processes are fair and effectively communicated?

To what extent does your organization have updated job descriptions and performance standards?

How effective are your organization’s employment policies, work rules, and code of conduct in indicating that violating these policies could result in disciplinary action, up to and including termination?

How would you rate your employment policies and procedures at providing for a system of progressive discipline for less serious infractions?

How effective is your organization at listing offenses that warrant suspension or discharge? 

To what extent does your organization indicate to employees that procedural steps will be taken before they will be disciplined or terminated?

To what degree does top management or a specific individual at your organization review disciplinary actions and terminations before these actions become final?

In administering disciplinary actions, how effective is our organization at ensuring that all procedural employee safeguards have been followed?

To what degree does your organization ensure that all necessary documentation to support the proposed disciplinary or termination action is contained in the employee’s files and will be maintained and preserved?

How would you rate your organization’s consideration of whether the employee to be disciplined or terminated is in a protected category?

How effective is your organization at making special efforts to ensure that protected employees’ rights have not been violated?