Save Initials Employee Disciplinary Report For Free - Initials Report

You need to document all aspects of the process, and this can include: Taking detailed meeting notes. A thorough investigation report, showing the person was at fault. Evidence that you provided the employee with the opportunity to respond and you took this response into consideration.

It proves indirectly that the employee knew about and understood the discipline, which is the whole reason for asking employees to sign as it shows the employer really engaged in progressive discipline. The rebuttal may bring to light some legitimate issues that the company needs to investigate.

Tip. If an employee refuses to sign a disciplinary write-up, attempt to clarify the issue by going through the document point-by-point. If she still refuses to sign, consider it a form of employee misconduct and document the refusal with a witness present.

Here are some tips for filling out an employee disciplinary action form: Be specific and detailed about the incident. ... Document witness statements. ... Provide the employee with expected improvements and a deadline. ... Stick to the facts. ... Wait until you're calm. ... Be consistent.

The disciplinary outcome letter must explain what the employee should do, or not do, to meet the expected standards of conduct. For example, a disciplinary letter issuing an employee with a first written warning for being rude to a customer could explain the expected standards of behaviour when dealing with customers.

There are usually four stages in a disciplinary procedure: Verbal warning. Written warning. Final written warning. Dismissal.

Be sure to give examples of deficiencies i.e., who, what, when, where and how. Provide specific details including dates of previous disciplinary actions, unacceptable performance and/or conduct, management intervention, and the consequences to the agency/public.]