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Employee Discipline Consultation Form

Employee Discipline Form

Name: Employee Discipline Consultation Form
Brand: US Legal Forms
Price: 59.00 USD
Rating: 4.8 (425 reviews)

Category:

Employment - Employee Discipline - Absenteeism

State:

Multi-State

Control #:

US-AHI-100

Format:

Instant download

Description Employee Discipline Form Document

This AHI form is used when an employee is having attendance issues. The form describes the issue in detail, includes any previous actions taken, and requires the employee input.

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Employee Consultation Form Other Form Names

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Employee Consultation Document FAQ

What will happen at the meeting? Your employer will explain the reason for the meeting and go through the evidence they have. They should give you the opportunity to put your case and answer the allegations made against you. You should be allowed to ask questions, give your evidence and call witnesses.

Have an employee discipline form. Conduct a full and fair investigation. Get the facts. Be objective. Be clear and specific. Complete the form while the facts are fresh. Get the employee's acknowledgement. Allow the employee to explain the conduct.

The employee's name and the date of the write-up. Clearly state why they are being written up. How many times this employee has been written up. Clearly state details about the problem. Give the employee a deadline to fix the problem. Always have them sign and date the write-up.

An employee disciplinary action form informs an individual of their inability to meet employment expectations and includes actions that will be taken as a result. Upon completion, these documents are typically stored in the employee's file, providing the employer with a complete record of an individual's past behavior.

Keep it private. Make sure you hold the meeting away from co-workers in a private area. Include a witness. Focus on the current issue. Be respectful. Stay calm. State the consequences. Confirm employee understanding.

Issue the employee with a notice to attend a disciplinary hearing. Have the hearing on the proposed date and time. During the hearing the chairperson will ask the employee to plead guilty or not guilty to the charges brought against him.

Step 1: Is formal action necessary? Step 2: Commencing a disciplinary process planning is key! Step 3: Suspension. Step 4: Investigation. Step 5: Information to be given to the employee before the disciplinary hearing. Step 6: Statutory Right to be Accompanied. Step 7: Record keeping. Step 8: The Decision.

At the start of the disciplinary hearing, the manager should introduce everyone present; explain the allegations against the employee and the purpose of the hearing. The employee should again be reminded of their right to be accompanied if they have attended unaccompanied.

Employee Discipline Form

Description Employee Discipline Form Document

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Employee Consultation Form Other Form Names

Employee Consultation Document FAQ

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