Unacceptable behavior should not be ignored and requires prompt corrective action.

• Unacceptable behavior, which should be documented in the employee handbook or HR policies, may include:
  • Bullying
  • Lack of civility
  • Anger
  • Bad manners
  • Disrespectful behaviors toward peers, subordinates, or superiors    
  • Horseplay
  • Dishonesty
  • Failure to follow safety procedures
  • Poor attendance or tardiness
• Immediate action:
  • Document the specific unacceptable behaviors and describe how the behaviors are adversely affecting business operations. 
  • Define all steps the employee must take to ensure that the unacceptable behavior does not continue.  Include a description of what acceptable behavior would consist of. Make it clear that the change in behavior is required and will be closely monitored by the supervisor.
• Corrective action: If the unacceptable behavior continues, the range of possible corrective action includes, the following depending on circumstance:
  • Suspension from the workplace pending the results of an investigation.
  • Verbal warning
  • Written warning
  • Termination

Bad behavior may result from a variety of issues, including those in an employee’s private life.  Listen to the employee’s explanation with an open mind. However, failure to deal with unacceptable employee behavior will destabilize the environment and reflect doubt on the credibility of the supervisor.