Rehab or Removal? Considering Douglas Factor 10 in Disciplinary Cases

Get expert guidance on how to balance the gravity of the offense and the potential for employee rehabilitation when applying Douglas Factor 10 to your disciplinary cases. Through case studies, Bob Grant will review the circumstances that most often demonstrate an employee’s potential for rehabilitation plus show you how to:

• Consider the proper weight of the employees’ oral reply during the proposed removal stage
• Navigate the progressive steps that lead to the proposed removal
• Give the proper weight through mitigation versus aggravation
• Consider various types of evidence to determine rehab potential
• And more

What’s more, you’ll get valuable session materials including a model Last Chance Agreement, as well as a table listing various types of evidence and the degree to which each one should be considered in rehabilitation potential.