1.Master progressive discipline and effectively structure terminations.
2.Draft warnings, discipline and termination documents—the right way.
3.Save time and remove the anxiety from the discipline-documentation process.
4.Build confidence in your writing skills and improve your standing within the organization.
5.Shift responsibility for improvement away from the organization and back to the employee (where it rightfully belongs!).
6.Allow employees a chance to take ownership of their own performance improvement.
7.Erect a legal barrier against wrongful termination lawsuits.
8.Avoid the common mistakes employers make with their discipline policies and follow-through.
9.Employ alternatives to formal disciplinary warnings, including letters of clarification and decision-making leaves.
10.Discover how to use progressive discipline documents as a means to control performance, behavior and attendance problems … and cut costs.