With the obvious exception of compensation and benefits, the administration of discipline is probably the single most important dimension of the employment relationship. Legally, South Carolina is an employment-at-will state theoretically leaving the employer enormous discretion in the imposition of discipline including termination of employment. That said, judges and juries find it difficult to believe any employer would terminate an employee just because it can. As a result, arbitrary and unfair imposition of discipline – even if legal – can have dramatic, adverse consequences for the employer.
For many employers, their largest investment is in their employees because of the training provided and experience developed. The principle goal with this investment is to protect and enhance it, to make an even better employee. Almost always, a better employee is a happy employee, one who likes his or her work, derives self-worth from his or her work and looks forward to coming to work. This investment can be quickly undone with poorly executed discipline and also the failure of an employer to impose discipline. Inaction on unacceptable behavior can be very discouraging for those employees working hard for the employer and lead to poor morale, again undoing the investment in employees.
Discipline is not and should...
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