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Home > Discipline and Termination: Risk Check Survey

Discipline and Termination: Risk Check Survey

The Risk Check Survey encompasses the degree to which your firm provides comprehensive policies, programs, and training focused on protecting your organization.
Date*
Date Format: MM slash DD slash YYYY
Organization Name*
Person Completing Survey*
Title*
Phone*
Email*
Rate the effectiveness or success of the organization’s actions:
1. How effectively does your organization align its discipline and termination policies, objectives, and practices with its strategic, business, and talent management objectives?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
2. To what degree do your organization’s discipline and termination policies and practices help it enhance the value of your human capital, make it more competitive, and help achieve its strategic and business objectives?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
3. How positive an impact do your organization’s discipline and termination policies and practices have on your financials (e.g., revenue, labor costs, profitability, and earnings per share)?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
4. How well do your organization’s discipline and termination policies and practices demonstrate your commitment to compliance with laws and regulations? *
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
5. To what extent does your organization assess current and future external factors ― such as the economy, competition, technology, or laws and regulations ― for their impact on the purpose, scope, and effectiveness of your discipline and termination policies, practices, and processes?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
6. To what degree does your organization assess current and future internal factors ― such as changes in your organization’s culture, values, or mission, organizational structure, strategic and business objectives, or workforce diversity ― for their impact on the purpose, scope, and effectiveness of your discipline and termination policies, practices, and processes?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
7. To what degree does your organization regularly assess its discipline and termination policies, practices, and processes to determine if they comply with federal, state, and local laws, regulations, and Executive Orders, professional standards, and, where appropriate, best practices?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
8. How effective are your organization’s culture, values, and ethical standards in supporting and enhancing your discipline and termination policies, practices, and processes?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
9. How would you rate the level of knowledge your managers and supervisors possess about your organization’s discipline and termination policies, practices, and processes to answer routine employee questions?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
10. How well does your organization survey its employees to determine if your discipline and termination policies, practices, and processes are fair and effectively communicated?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
11. How effective is your organization at identifying and assessing the financial and organizational risks associated with noncompliance with discipline and termination laws, regulations, and court decisions?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
12. To what degree has your organization developed Key Performance Indicators (KPIs) to measure your performance in meeting discipline and termination objectives and obligations?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
13. To what extent does your organization have updated job descriptions and performance standards?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
14. To what degree are your organization’s employment policies and practices, work rules, code of conduct, and discipline/termination policies and procedures set forth in writing in your employee handbook and/or other communication media?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
15. How effective are your organization’s employment policies, work rules, and code of conduct in indicating that violating these policies could result in disciplinary action, up to and including termination?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
16. How would you rate your employment policies and procedures at providing for a system of progressive discipline for less serious infractions?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
17. How effective is your organization at listing offenses that warrant suspension or discharge? *
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
18. To what extent does your organization indicate to employees that procedural steps will be taken before they will be disciplined or terminated?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
19. To what degree does top management or a specific individual at your organization review disciplinary actions and terminations before these actions become final?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
20. In administering disciplinary actions, how effective is our organization at ensuring that all procedural employee safeguards have been followed?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
21. To what degree does your organization ensure that all necessary documentation to support the proposed disciplinary or termination action is contained in the employee’s files and will be maintained and preserved?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
22. How would you rate your organization’s consideration of whether the employee to be disciplined or terminated is in a protected category?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE
23. How effective is your organization at making special efforts to ensure that protected employees’ rights have not been violated?*
- INEFFECTIVE
- MARGINALLY EFFECTIVE
- MODERATELY EFFECTIVE
- EFFECTIVE
- HIGHLY EFFECTIVE

IQRM Surveys Available for the Following Risk Issues:

Business Continuity
Employment Practices Liability
Discipline and Termination
Cyber Liability
Workers’ Compensation
Products Liability
Professional Liability
Recruitment, Selection & Hiring
Substance Abuse
Wage and Hour
Workplace Discrimination
Workplace Safety
Workplace Sexual Harassment
Claims Management
Directors & Officers Liability
Environmental Liability
Fleet Safety
General Liability
Medical Malpractice
Pre-Employment Screening
Product Contamination & Recall

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Boise Office

Associated Insurance Services

3380 Elder Street
Boise, Idaho 83705

Phone: (208) 336-7733

Toll Free: (800) 678-7733

Fax: (208) 336-1137

Mon-Fri: 8:30am-5:00pm
Sat-Sun: Closed

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Coeur d’Alene Office

Associated Insurance Services

10589 South Highway 95
Coeur d’Alene, Idaho 83814

Phone: (208) 336-7733

Toll Free: (800) 678-7733

Fax: (208) 336-1137

Mon-Fri: 8:30am-4:00pm
Sat-Sun: Closed

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Associated Insurance Services provides Auto, Home, Business, Life & Health Insurance, Workers' Compensation, and Bonds to all of Idaho, including Caldwell, Coeur d'Alene, Eagle, Hailey, Idaho Falls, Lewiston, Meridian, Nampa, Pocatello, Sandpoint, Sun Valley, and Twin Falls.

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