Kansas Corrective Action Policy for Inappropriate Conduct or Violation of an Established Policy
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FAQ
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:
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).
Disciplinary action is usually taken to address misconduct, which is defined as behaviour in the workplace which is generally unacceptable, or contrary to the employment contract, or breaches policies and procedures of a company.
It consists of inappropriate contact, grabbing, sexual slurs, or innuendo. If your employment is being threatened because you have refused to have relations with your boss, you are likely in a hostile work environment.
Harassment, sexual harassment, discrimination, victimization, violence and many other kinds of offensive or inappropriate behavior qualify as unwelcome conduct. All of them will create a hostile work environment if they're happening consistently or purposefully, or in the case of a single incident, if they're severe.
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.
The four types of corrective action that can be used are written warning, corrective salary decrease, suspension and demotion.
Elements of a hostile work environment include:Intimidating environment. Offensive behavior. Physical or mental abuse.
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.
How do you deliver a disciplinary action?Review the employee's file and performance records.Prepare for the employee discussion.Hold a meeting with the employee.State objectives of the disciplinary action.Ask for the employee's input.Provide a copy of the disciplinary action to the employee.Schedule a follow-up.