1. Notice: Was an employee adequately warned of the consequences of his/her conduct? A “warning” may not be necessary for certain conduct that is so serious and clearly wrong that the employee would be expected to know that such conduct could lead to disciplinary action. Theft of company property is an example.
  2. Reasonable Rule or Order: Was the employer’s rule or order reasonably-related to efficient and safe operations?
  3. Investigation Before Disciplinary Action: Did the employer investigate before administering discipline?
  4. Fair Investigation: Was the employers investigation conducted fairy and impartially?
  5. Evidence of Guilt: Did the employer obtain during the investigation substantial evidence that the employee was guilty as charged?
  6. Fair Treatment: Has the employer applied it’s rules, orders an penalties even-handedly and without discrimination?
  7. Does the punishment Fit the Crime? : Is the disciplinary action reasonably related to A) The seriousness of the proven offense B) The employee’s record of service C) General discipline standards applied by the employer.