Company officers should begin all disciplinary actions with:

• A. Internally rationalizing the offending situation or behaviour
• B. Gathering information on the offending situation or behaviour
• C. Allowing the involved parties to solve the problem themselves
• D. Providing the crew members in question with specialized training

Answer: (B)

Gathering information on the offending situation or behaviour is the first step in a fair disciplinary process. Starting by collecting facts ensures that actions are based on what actually happened, not on assumptions or feelings. It helps you identify exactly what policy or standard was violated, who was involved, when and where the incident occurred, and the context or contributing factors. This factual foundation supports appropriate, consistent decisions and helps protect both safety and the member’s rights.

By obtaining all relevant information, you can determine the severity of the issue, verify if this is a repeat behavior or a first offense, and decide on the most appropriate remedy—counseling, formal reprimand, suspension, or a combination of corrective actions. It also allows you to consider whether additional training, changes in procedures, or changes in supervision are needed to prevent recurrence.

Starting with internal rationalization can bias the process, as it may lead to premature judgments without evidence. Allowing involved parties to “solve” the problem themselves bypasses accountability and can leave safety concerns unaddressed. Providing specialized training is valuable, but it addresses deficiencies after you’ve established what occurred and what policy was violated, not as the initial step in the disciplinary action.