Staff discipline is a big, unwelcome, and usually expensive issue for employers. Supervisors are the frontline enforcers of discipline, and you can expect interview questions on this subject in any supervisory role.

Supervisors come in three basic types: severe disciplinarians, lax disciplinarians, and those who are the happy medium. Severe discipline usually leads to worse staff problems, absenteeism and/or lawsuits. Lax discipline leads to dysfunctional workplaces and chronic inefficiency.

Employers can do without either type, and will check out their new supervisors in detail to make sure they're getting a competent person for the position. Any interview questions about staff discipline are usually based on real concerns, so make sure you've done some homework on the subject.

'Discipline' is also an over simplified subject for supervisory roles. A person causing problems, stealing, or not following rules is the usual image of a discipline issue. But those people are relatively easy to handle, and the least of your worries as a supervisor.

Discipline applies across a range of issues. Some people misuse their overtime allowances. Others give themselves overtime without asking for permission. One person may skip a whole step in a statutory process, 'because nobody told them they had to do it,' etc. The result can be months of work cleaning up the mess. It's up to you to enforce the rules, and do so fairly.

Responsibilities and limits on supervisors

How you enforce the rules is how you operate as a supervisor. It's your job. As a supervisor, there are things you can do, and things you can't. Your authority is real, but limited.

The bottom line for a supervisor's power is:

What you can't do-

• You can't fire anyone directly. That has to be authorized by the employer.
• You can't enforce docking of pay. That also requires authorization.
• You can't require staff to do anything outside guidelines.
• You can't take any action 'bending' applicable laws.

What you can do-

• You can recommend dismissal.
• You can recommend disciplinary actions, including docking of pay.
• You can give instructions within guidelines which staff must obey.
• You can take disciplinary action to ensure staff follow applicable laws.

Important:

When dealing with the various difficult interview questions that disciplinary issues can create, be careful to stay within the area of 'what you can do.'

The last thing employers need is a supervisor creating more problems out of other problems. If your interview answer even suggests you don't know your level of authority, you can talk yourself out of a job.

Your interview answers

Make sure that:

• Answers conform to employment laws.
• Equal Opportunity law isn't breached.
• Management's role is given in the right context with situations.
• All formal procedures are covered properly.