Ask the Experts: Discipline, Compensation and Calling Candidates

On Mar 6, 2025

In the latest installment of New Jersey Business Magazine’s Ask the Experts column, HR professionals working with the New Jersey Business & Industry Association respond to executives’ inquiries on three interesting workplace issues:

What is progressive discipline?

Progressive discipline is a process for addressing performance or behavioral issues with corrective action. Instead of immediately demoting, suspending, or terminating an employee who messes up, you remind them of your policies, give them a chance to do better, and explain the consequences if they don’t. The process usually begins with a relatively informal conversation to address the issue (which would generally count as the “oral warning”) before moving on to a series of written warnings (e.g., first, second, final) followed by termination if the warnings don’t correct the issue.

Following the same steps consistently for similar situations can help reduce the likelihood of discrimination. However, note that progressive discipline isn’t appropriate for every infraction. Violations like theft, egregious harassment, or assault, for instance, might warrant immediate termination even on the first offense.

A manager asked if they could call and not just email candidates who were interviewed but not selected. Is this a good idea?

There’s nothing wrong with calling candidates to let them know they weren’t selected, but whether it’s a good idea really depends on what your candidates expect and what you’re seeking to accomplish.

Candidates expect an update after the completion of the interview process. You can set expectations by outlining your process when they first apply and by letting candidates know at each step how you intend to follow up with them and how quickly.

You could also ask the candidates for their preferred method of communication. A checkbox on the application would do the trick. Just make sure whoever is following up with your candidates uses the preferred method.

If you do decide to make a call, we recommend saying more than “We went with a different candidate” or “We found a better fit.” Take the opportunity to provide the candidate with objective feedback. You should also be prepared to answer questions on the spot. They might want additional details as to why they weren’t selected or ask advice about what they could have done better. Being ready to offer them useful feedback can end the candidate’s experience on a positive note, even though they weren’t selected for the job.

What is a total compensation statement?

A total compensation statement is a document that provides employees with a view of their compensation beyond just wages or salary. It’s meant to give employees a complete picture of what the company has invested in them. It details not only base pay, but also bonuses, paid time off, health and wellness benefits, retirement program matching, and any other perks that are funded by the employer.

You can find an example of a total compensation statement on NJBIA’s HR platform. If you decide to provide a total compensation statement to your employees, we recommend explaining the purpose of the document to them and preparing managers to answer questions that may come up. 

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