Best practices for disciplining employees

Sponsored: Employee discipline can start with a verbal or written warning and escalate to a suspension or even termination. But it’s vital that employers have a plan in place to manage reprimands at all stages.
In this episode of the Employment Law Minute, Ottawa employment lawyer Alex Lucifero - a partner at Samfiru Tumarkin LLP - explains the steps are employers allowed to take and breaks down the rights of employees during the discipline process.
Learn more by watching the video above. And if you’re experiencing an issue in the workplace, contact Samfiru Tumarkin LLP by emailing [e-mail] or visit EmploymentLawMinute.ca.

[@user-zy4tf9id1m]

In a nutshell, when you have questions, call Alex and pay him lol

[@funfun5656]

"You don't want them to think it's okay to have performance issues."
Depending on the context is it not okay to have performance issues? People aren't machines.
Why are they having performance issues?
Is it their own fault?
Is it YOUR fault?
Is it something you can easily mitigate without punishing the person?
Is punishment likely to help the situation or more likely to increase the toxicity of the situation for both the employer or employee?
You wonder why you have problems with your employees...check your outlook. Sometimes both sides are underperforming.

[@reesec6979]

I work for a company that offers early payday or everyday pay
However the company has began using this tool,that was set in place to help with emergencies,as a form of disciplinary action. So if you’re late or have to call out sick you won’t have access to your funds from the day before. How can I find out if it’s legal

[@Gee360]

IF YOU DONT AGREE WITH THE WRITE UP, WE PUT REFUSED TO SIGN ON THEIR SIGNATURE AND IT ALL STILL STANDS.😅

[@scrappychildhood6633]

I decided to resign after signing my second final written warning.

[@highofflifenosmoke9986]

❤

[@chriskinney8947]

The employer can terminate the employee at any time with no concrete reason and theres nothing the employee can do. Rules and procedures mean absolutely nothing when this happens theres nothing the employee can do

[@mathieuperreault310]

It depends on the company and position. This is why it is important that unions are around.

[@SamfiruTumarkinToronto]

Chris, you are correct that employers can terminate employees without a good or "legitimate" reason. For instance, if an employee is late for work one day, despite years of perfect attendance records, the employer can terminate that employee. If the employer doesn't like the employee's personality, that employee can be let go.
However, in those situations and a vast number of others, when the employee is let go, the employer MUST pay them severance, as the termination is considered without cause. Failing to pay the employee severance would make the termination a wrongful dismissal, in that zero or not enough severance pay was provided.

[@SamfiruTumarkinToronto]

@@mathieuperreault310 unions can make it more difficult for an employer to let an employee go. However, keep in mind that if the union decides not to support the embattled employee, the employee does not have any other recourse. They cannot seek legal assistance from an employment lawyer, as they signed that ability away in their collective bargaining agreement (CBA).
If a unionized employee is let go, the amount of severance pay that they are owed is determined solely by their CBA, which is usually a much, much lower amount than the severance pay owed to non-unionized workers.

[@10767michael]

I guess not know Canada or california

[@cat_alyst6306]

On the flip side an employee can quit at any time without any notice or concrete reason and there is nothing the employer can do either….employment is a 2 way street. Unless you are contracted you have a choice, and so should an employer, no one is holding a gun to anyone’s head.