Script For Employee Discipline
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FAQ
What to include in a disciplinary action form First and last name of the employee. Date of the incident. Summary of the issue or event, including witnesses, location, times and dates. Past events or behavior relating to current violation. Employee comments. Corrective actions and dates.
Contact the employee, state the broken policy or unacceptable performance, discuss the expected changes, and provide a timeframe. Ask the employee for suggestions about how he or she can improve or correct the situation. Keep your tone professional, on topic and avoid bringing up other issues.
Explain the problem, impact Direct. Precisely pinpoint the problem?don't beat around the bush. ... Immediate. Talk with employees right after you see (or hear about) offending behavior. ... Specific. Explain concrete examples of the employee's actions, how they affect co-workers and the consequences.
Your first stop should be verbal counseling. Explain that the employee's conduct or poor performance is unacceptable. After listening to the employee and discussing corrective action, explain that repeated or continued unacceptable performance will result in more severe disciplinary action.
Documenting employee discipline procedures 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. The termination letter explaining why the employee was dismissed.