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Discipline should be corrective, educating employees and showing how to get back on track

Statement [V] p087-10

Disciplinary actions should not be used as punishment, but rather as corrective measures to educate employees about relevant issues with their performance and/or behavioral conduct and to inform them what actions are needed to get them back on the right track.

Disciplinary actions should not be used as punishment, but rather as corrective measures to educate employees about relevant issues with their performance and/or behavioral conduct and to inform them what actions are needed to get them back on the right track.

p. 87 · NCIER Claim Map

cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate

Report page 87 with the cited passage highlighted
Source page 87 · click to enlarge · all claims on this page

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How to cite

APA

U.S. Secret Service National Threat Assessment Center. (2026). Preventing Targeted Workplace Violence: A U.S. Secret Service Guide to Behavioral Threat Assessment and Management (p. 87). Claim p087-10, NCIER Claim Map. https://www.ncier.org/research/claim-maps/workplace-violence-prevention/claims/p087-10

HTML

U.S. Secret Service National Threat Assessment Center. (2026). Preventing Targeted Workplace Violence: A U.S. Secret Service Guide to Behavioral Threat Assessment and Management (p. 87). Claim p087-10, NCIER Claim Map. <a href="https://www.ncier.org/research/claim-maps/workplace-violence-prevention/claims/p087-10">https://www.ncier.org/research/claim-maps/workplace-violence-prevention/claims/p087-10</a>

Link to https://www.ncier.org/research/claim-maps/workplace-violence-prevention/claims/p087-10 from your own pages; it resolves to this claim and its highlighted source passage.

License: CC BY 4.0. Free to reuse with attribution: credit NCIER Claim Map and link to the claim.


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