When starting disciplinary actions, what should company officers do first?

The initial step in starting disciplinary actions is to gather information on the offending situation. This critical first action ensures that the company officers have a comprehensive understanding of the events and circumstances surrounding the incident before making any decisions. Collecting information allows for a fact-based assessment of the situation, which is essential in making informed and fair disciplinary decisions.

By firsthand understanding the specifics of the incident, including context, evidence, witness statements, and applicable policies or guidelines that may have been breached, officers can ensure that any follow-up actions are justified and appropriate. Such diligence helps to uphold principles of fairness and due process in disciplinary procedures.

In contrast, the other options are not suitable as first steps. Involving parties to solve the problem might lead to miscommunication or an inadequate resolution without prior knowledge of the details. Rationalizing the behavior would only compound the issue by dismissing or minimizing the seriousness of the violation. Providing specialized training may be beneficial, but it should occur after gathering data and understanding whether the need for discipline arises from a knowledge gap or misconduct.