I believe accountability starts with trust;
both with the employee and the employer. We as a company must trust that our
coworkers will and are doing their jobs. We must trust that every action, that
the employee takes, is to the benefit of the company. The company must assume
that he or she is doing their job to the best of their ability.
If at any point Employee X does something that negatively effects the company,
then disciplinary actions should be discussed. The negative action in question
should be reviewed by his or her manager. The manager must take in account
Employee X's reputation, the credibility of Employee X's action against the
company, and the severity of their action against the company. Then the
disciplinary action (if it needs to be taken), towards the employee, should be
equal to the severity of the act they committed and weighted against their
reputation. The manager may also decide to issue a formal warning (in writing
to be filed), and informal warning, or perhaps ask the Employee X if this is
anything that the company can do to try and prevent( the action in question)
from happening again.
For example, lateness has always been a sour point in any company. If feel that their should be a 10-15min tolerance for start times. I feel it is the responsibility of the employee not the CEO or managers to manage employee's time. If they come in late, they leave late. If someone notices that another employee is regularly late and it could be effecting the company, then it should be reported to their manager. Then follow the steps as above.
I do not feel that there can be a "set-in-stone" disciplinary action
for X negative action that is committed. I believe every account should be
reviewed and handled case-by-case by the direct manager.
