[Verse 1] When performance starts to slide and issues arise Don't jump straight to goodbye, there's a better way to try Progressive discipline is the path we need to take Building documentation for each step that we make [Chorus] Verbal, written, final warning too Then suspension if that's what you need to do Before termination, check your list Documentation, consistency, nothing can be missed Step by step, we build the case Making sure we're fair in every workplace space [Verse 2] First a verbal warning, but document it well Written conversation, every detail you should tell Written warning follows when behavior doesn't change Final warning next, or PIP to rearrange [Chorus] Verbal, written, final warning too Then suspension if that's what you need to do Before termination, check your list Documentation, consistency, nothing can be missed Step by step, we build the case Making sure we're fair in every workplace space [Bridge] Before you terminate, here's what you must review Protected class concerns and complaints they might pursue Recent leave or disability, workers comp in play Legal should review it if it's not routine today Consistent treatment matters, documented cause is key Check if they're on leave or filed recently [Verse 3] When it's reduction in force, there's more work to be done Adverse impact analysis before the cuts begun WARN Act notifications, OWBPA for age Severance agreements written, benefits to gauge [Chorus] Plan the layoffs carefully, analyze the group Age discrimination waivers, jump through every hoop Documentation matters, rehire status clear Making sure compliance keeps you safe from legal fear Step by step, protect your ground Keep your organization legally sound [Outro] From first warning to final day Progressive discipline shows the way Fair and consistent, documented well That's the HR story we need to tell
← 3 — Applicability Outside Europe | 2 — Intervention Points →