So an employee committed a foul-up. How do you discipline this employee within the bounds of what the Bible says?
You have your testimony which you have painstakingly built up over the years. There is also the matter of company culture where Christian values are observed and nurtured. You also don’t want to cause this employee to stumble and fall away from the faith because of his hypocritical “Christian” boss. You may even go to the same church, surely you want him to stay in the church family regardless of what happens?
Will you be “loving your neighbor “(Matthew 22:39) and “turning the other cheek” (Matthew 5:39, Luke 6:29) if you reprimand this employee?
If an employee has done something wrong, he should be disciplined according to company rules. After all, the Lord disciples those he loves (because the Lord disciplines the ones he loves, and he chastens everyone he accepts as his son – Hebrews 12:6).
There is no conflict at all. Discipline is an act of love. It says right there in Hebrews 12:6. That is why God disciplines us so that we become strong mature Christians who are able to withstand whatever the world throws at us.
If you see someone about to get hit by a bus, it would not be very loving to just keep quiet. You’d do everything to get this person’s attention and even push him out of the way.
If you see your friend on a path to self-destruction, you’d do something to save him. Even to the point of denying the person access to anything which will tempt him. That’s why parents ground their kids and pastors suspend church workers. That’s love. You should have the same point of view regarding disciplining your employees.
1. Check the company manual
The rules and regulations should have been clearly explained to any employee before they were hired. This will guide their actions, values, and ethics at work. If they did something wrong, the company manual will save you from any accusations of being biased.
There should be a section there for employee discipline. Follow this rule and apply it impartially to all workers. The disciplinary actions should be progressive like oral warnings, written reprimand, and suspensions in this order. Provide constant feedback so that they know how they measure up. Sounds simple enough, right?
But not all business owners, especially the small ones, have company manuals or employee handbooks. We just like to wing it. Then do the next thing.
2. Make sure you follow what the law says.
The days of employment-at-will are over. It only exists in principle. In court, you will find that it depends on who has the better lawyer. Avoid getting sued.
You have to make sure that you are following the law. Christians are to respect and obey the laws of the government. (Let every person be subject to the governing authorities. For there is no authority except from God, and those that exist have been instituted by God. Romans 13:1)
There are laws against discrimination, public policy (you can’t fire an employee because he sang to the tax people), and or the promise of firing only on just-cause.
3. Keep a record
Set the expectations at the very beginning. General rules and regulations should be posted in work areas where people could read them. This will help workers do their job correctly and you can easily point out rules that were broken.
If a worker is not doing his job or performing poorly, point it out and suggest ways to be better. Don’t fuss about it. Be specific, direct, and objective. Hopefully, the employee will take responsibility and improve his work.
This where a regular evaluation is helpful. You can address any problems and suggest corrections without being accused of targeting a specific person. It also puts everything on record.
The Bible is a book of records. Everywhere in it, the Lord commanded the people to make records. In Josh 18:4, the Lord decreed that each tribe should appoint three men for record-making purposes. It must be important to make records.
This is how you should model your disciplinary policy at the minimum:
1. Oral warning – if you see a problem, immediately call the attention of the employee. Later, make a file detailing the date and reason for the oral warning.
2. Written reprimand – If the problem continues or gets worse, talk to the person. Include another person from HR if possible. Detail the problem and how to correct it. Discuss the possible result if the problem is not resolved by a specific deadline. Put it all in writing, have the person sign it, and insert it in the employee employment records.
3. Final written warning – Repeat step two but this time make it clear that this is the last chance before possible termination.
4. Review — Notify HR if the problem continues. Review and ready the documentation. Make sure that you have complied with what is written in the company manual. If you don’t have a management committee to review and approve the dismissal, consult with a lawyer.
5. Termination — Meet with the employee and the HR person. State the reasons, and hand over the termination letter. The person shouldn’t be surprised at this point. Say goodbye and good luck. Then end the meeting.
Final thoughts
Discipline is important in life. Some people have it naturally. Others have to learn it. It could be learned by mentoring, modeling or correction. If you don’t discipline your erring employees then you are setting them, and your company, for failure. On the other hand, discipline helps them gain the grit and character to succeed.
Being a leader is hard. Being a Christian leader, more so. You are shepherding people who will go on their paths to eternal destiny. The responsibility is enormous and humbling. God understands this and that’s why he is right in there with you.
