Illinois Employee Discipline Consultation Form
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FAQ
An employee disciplinary action form is designed to inform an Employee who is unable to follow the policies or expectations set by their Employer the result of their action(s).
5 Steps for Effectively Disciplining EmployeesStep 1: Oral Reprimand. Oral reprimands should be given as soon as a manager or employer notices an issue with an employee's performance or behavior.Step 2: Written Warning.Step 3: Final Documentation.Step 4: Suspension with Probation.Step 5: Termination.
Depending on the severity of the case, a disciplinary action can take different forms, including:A verbal warning.A written warning.A poor performance review or evaluation.A performance improvement plan.A reduction in rank or pay.Termination.
Disciplinary decisionsno action.a verbal warning.a written warning.a final warning.demotion.dismissal.
Acceptable Disciplinary Actions: Acceptable disciplinary actions are verbal warning; written reprimand; suspension; and termination.Verbal Warning: a.Written Reprimand: A written reprimand should be administered and documented by the immediate supervisor.Suspension:Termination:
What to Include in a Disciplinary FormThe 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.
Usual time periods for a written warning are 6 months and 12 months for a final written warning but there are no hard and fast rules and it is possible that a warning may remain live indefinitely in appropriate cases.
A disciplinary procedure is a formal way for an employer to deal with an employee's: unacceptable or improper behaviour ('misconduct')
