Module 7: Workplace Culture Building

Employee Discipline

Employees may exhibit problems with their performance that may stem from a lack of knowledge, skill, or ability to successfully perform duties of their position. The following are things to consider in terms of implementing employee discipline to neurodivergent employees.

Tolerance

Determine the tolerance level of the company on the discipline required for the neurodivergent employee. There should be a system for categorizing the types or categories of problems or infractions that were committed or may be committed by a neurodivergent employee during their work. The appropriate and proportionate level of disciplinary action should be specified, considering a reasonable tolerance level for them.

Disciplinary Action

When an infraction is committed, the neurodivergent employee is entitled to the same due process for regular employees. Along with that, consult with the partner school or organization and the parent/guardian to determine the disciplinary action that may be appropriate. The goal of any disciplinary action is to set the employee on the path of improvement consistent with the need for discipline in the workforce.

Employment Agreement

Any employer of neurodivergent individuals must establish an agreement that includes:

The names and addresses of the onboarding neurodivergent employee

The rate of payment for the neurodivergent worker—which shall not be less than seventy-five percent of the applicable legal minimum wage

The work to be performed by the neurodivergent worker

Criteria of suspension or dismissal from employment

Procedures for disciplinary actions (involving the company, employee, partner school or organization, and if necessary, the parent/guardian)

Benefits—standard and additional, if any

These can be discussed with the partner school or organization and the parent/guardian if necessary.

Retention and Development

The next focus after training is employee retention and development. Here are some suggestions in creating an inclusive workplace, along with the aforementioned interaction guidelines:

Encourage the neurodivergent employees to educate other employees about their disability

Include neurodivergent employees in decision-making and social activities

Cultivate a culture of trust among neurodivergent employees

Include opportunities for neurodivergent employees to interact outside work settings

Performance feedback is essential in tracking the development of neurodivergent employees. As such the employer must specify the criteria, frequency, and administrator of the evaluation. Multiple sources—supervisors and coworkers—for performance feedback helps track the progress of the employee in terms of technical, social, and behavioral aspects, and plan for further skills improvement. Finally, ensure that the results of the performance review are explained clearly to the employee and/or corresponding partners.