Employee Discipline Consultation Form
About this form
The Employee Discipline Consultation Form is a tool employers use to address attendance issues with employees. This form documents specific attendance problems, previous disciplinary actions taken, and allows for employee input regarding the situation. Unlike general employee feedback forms, this form focuses specifically on disciplinary consultations related to attendance, ensuring that the process is structured and transparent.
What’s included in this form
- Employee name and department: Identifies the individual involved in the consultation.
- Date of consultation: Indicates when the discussion took place.
- Description of attendance issue: Provides detailed information about the specific attendance problems.
- Previous actions taken: Summarizes any prior disciplinary actions related to attendance.
- Employee response: Captures the employee's perspective and any feedback they wish to provide.
- Signatures: Requires the signatures of both the employee and the supervisor to acknowledge the discussion.
When this form is needed
This form should be utilized when an employee is regularly absent or displaying poor attendance patterns that necessitate formal discussion. This includes situations where prior informal conversations have not resolved the issues, or when the attendance problems are severe enough to warrant a documented consultation for further action.
Who can use this document
- Human resources professionals handling employee relations.
- Supervisors or managers responsible for overseeing attendance and conduct of their team members.
- Employers looking to maintain accurate records of disciplinary actions and consultations.
Completing this form step by step
- Identify the employee by entering their name and department.
- Note the date of the consultation to document when the discussion occurred.
- Specify the description of the attendance issue, detailing the nature and frequency of the problems.
- Summarize any previous disciplinary actions that have been taken with respect to this employee.
- Include a section for the employee's response to encourage their input on the matter.
- Ensure both the employee and the supervisor sign and date the form to confirm the discussion took place.
Notarization guidance
Notarization is generally not required for this form. However, certain states or situations might demand it. You can complete notarization online through US Legal Forms, powered by Notarize, using a verified video call available anytime.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Common mistakes to avoid
- Failing to document specific dates and instances of attendance issues.
- Not including the employee's feedback on the issues addressed.
- Omitting signatures from either the employee or supervisor can lead to disputes over the discussion.
- Leaving out a clear description of previous actions taken may weaken the basis for further action.
Why use this form online
- Convenience: Easily downloadable and editable from any device at any time.
- Standardization: Ensures consistency in how disciplinary issues are documented across the organization.
- Secure storage: Facilitates organized record-keeping for HR departments.
Legal use & context
- The form serves as a formal record of disciplinary discussions, which can be crucial in case of disputes.
- Using this form helps maintain compliance with labor laws regarding employee discipline.
- Proper completion of this form can protect employers from wrongful termination claims.
What to keep in mind
- The Employee Discipline Consultation Form is essential for documenting attendance issues professionally.
- Clear records of this form can aid in mitigating disputes and ensuring proper compliance with workplace regulations.
- Involving the employee in the consultation process promotes transparency and openness in disciplinary actions.
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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.
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.
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.
