Try coaching first – make sure the employee knows the rule. Coaching is NOT discipline.
Our unions would like to be involved at the coaching session even though it’s not
technically required by the labor agreement or labor law. Explain in the coaching
session that discipline will occur in the future if the conduct continues. Document
the coaching session in writing to employee, Union, HR including fact that employee
was told of consequences.
NOTE: Not every first incident should be handled with coaching – coaching is for minor
performance problems. If a teacher slugged a student in class, discharge would be
a potentially appropriate first disciplinary response.