Disciplinary and Behavior Modification Measures

The Principle of Proportionality in Sanctioning

Not all cases of harassment or workplace violence merit the same response. A fair system applies the principle of proportionality.

For minor or incipient misconduct (e.g., a rude but not intentionally harmful communication style, or a poorly managed one-off conflict), the response may be corrective rather than punitive.

However, for serious behavior such as sexual harassment, systematic discrimination or physical aggression, tolerance should be zero and punishment should be maximum.

The organization must have a clear disciplinary matrix where each type of conduct has a predictable consequence, eliminating discretion and favoritism in the application of punishment.

Improvement Plans and Mandatory Coaching

In situations where the aggressor is a technically valuable employee and the misconduct has not crossed irreversible legal red lines, the company can opt for a "conditional opportunity".

This involves signing a commitment to behavioral change, accompanied by a mandatory training plan or executive coaching focused on soft skills and anger management. This is not a "free pass"; it is an ultimatum.

The employee must understand that his or her permanence depends not on his or her numerical results, but on his or her ability to modify his or her human treatment.

Probationary periods are established where, at the slightest recidivism, the employee will be permanently terminated.

Rigorous Documentation for Due Process

Any disciplinary measure, from a verbal reprimand to a dismissal, must be documented.

Improvisation at this stage usually results in lost labor lawsuits for the company.

The file must contain the minutes of the dismissal, the evidence collected, the testimonies and the clear justification for the decision taken.

When communicating the sanction to the aggressor, be specific about which internal rule or law was violated.

The strength of this process not only protects the company legally, but also sends