It is the obligation of every one of your employees to observe, follow and maintain proper standards of conduct in accordance with your Practice’s employee handbook. When team members begin to display behaviors that interfere with the orderly and efficient operations of a medspa, dermatology or plastic surgery practice – corrective disciplinary measures must be taken.
Enforcing Disciplinary Action
Disciplinary action can be difficult to enforce if you do not have a documented employee handbook with a “standards of conduct” section. Acara Partners CEO, Francis X. Acunzo, always says:
“If you cannot measure it, you cannot manage it.”
Having a clear and concise employee handbook allows you to hold an employee to a degree of accountability that is fair and documented.
Documenting Disciplinary Action
Disciplinary action may include verbal warnings, written warnings, suspension of pay, and even discharge. It is imperative that you meet with your attorney to ensure full compliance with your state’s employment laws.
The following are some examples of behaviors that can be included in your employee handbook which may result in disciplinary action:
• Violation of the company’s policies or safety rules
• Poor attendance
• Possession, use, or sale of alcohol or controlled substances on work premises or during work hours
• Unauthorized possession, use, or sale of weapons, firearms or explosives on work premises
• Poor performance
• Theft or dishonesty
• Physical harassment
• Sexual harassment or disrespect toward fellow employees, visitors, or other members of the public
These examples are not all inclusive. We recommend that you include a clause that emphasizes that discharge decisions will be based on an assessment of all relevant factors.
For more employee handbook suggestions, standard operating procedures and protocols, reach out to the team at Acara Partners. Fill out our form today.