Managers at an automotive supply store discipline employees in a protected class more severely than white employees for unexcused absences and tardiness. Which action should the company take to prevent this type of discrimination from occurring?

Allowing managers discretion in disciplinary actions could further exacerbate inconsistencies and bias in how discipline is applied across different employee groups. Instead of addressing the issue of discrimination, this approach might lead to subjective decision-making, which can perpetuate the very problem the company aims to resolve.

While coaching managers on discretion may improve how they communicate disciplinary actions, it does not tackle the root cause of potential discrimination. Encouraging discretion may lead to a lack of transparency and accountability, which can mask discriminatory practices rather than eliminate them.

Although proper documentation is important for accountability, it does not inherently prevent discrimination. Without addressing the underlying biases and ensuring that all employees are treated equally, documentation alone will not resolve the disparities in disciplinary actions based on protected class status.