Oregon Disciplinary Warning Notice

State:
Multi-State
Control #:
US-AHI-095
Format:
Word
Instant download

Description

This AHI form is a notice for disciplinary warning. This form documents the action taken on this notice and actions that will be taken on the next notice.

The Oregon Disciplinary Warning Notice is a formal document used by employers in the state of Oregon to address employee misconduct or violations of workplace policies. It serves as a written warning to employees about their inappropriate behavior, ensuring that they understand the seriousness and consequences of their actions. This crucial notice aims to improve employee performance, maintain a safe and productive work environment, and prevent further disciplinary actions. In Oregon, there are different types of Disciplinary Warning Notices, each tailored to specific situations. These may include: 1. Performance-Based Disciplinary Warning: This type of warning notice is issued when an employee fails to meet performance expectations, such as consistently underperforming, missing deadlines, or producing subpar work quality. It highlights the areas of improvement required and sets specific goals and timeframes to assess progress. 2. Conduct-Based Disciplinary Warning: This type of warning notice addresses inappropriate behavior, misconduct, or violations of company policies. It may be issued for actions like insubordination, unprofessional conduct, workplace harassment, theft, substance abuse, or any other policy breach. The notice details the nature of the offense, highlights specific policy violations, and provides directives for corrective action. 3. Attendance-Based Disciplinary Warning: This warning notice is utilized when an employee demonstrates a consistent pattern of excessive absences, tardiness, or unauthorized leaves. It emphasizes the negative impact of the employee's attendance issues on the team and work productivity. The notice includes a record of absences, details the attendance policy, and may require the employee to adhere to a strict attendance improvement plan. 4. Safety Violation Disciplinary Warning: This warning notice is used to address employees who disregard safety protocols, risking their own well-being or that of others. It outlines the specific safety violation or hazard created, emphasizes the importance of adhering to established safety guidelines, and includes directives for future adherence. 5. Policy Violation Disciplinary Warning: This type of warning notice covers a broader range of policy infractions beyond conduct-related violations. It addresses breaches of HR policies, code of ethics, data protection guidelines, confidentiality agreements, technology usage policies, or any other policies deemed critical to the organization. The notice highlights the specific policy violated, explains the implications of the violation, and may introduce consequences for repeated or severe breaches. These Oregon Disciplinary Warning Notices are integral tools in maintaining a fair and accountable work environment. They serve as a means for employers to establish clear expectations, communicate consequences, and offer opportunities for employees to rectify behavior and improve performance. Through proactive implementation of these notices, employers can foster a culture of professionalism, productivity, and compliance within their organizations.

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FAQ

Typically, you might give an employee one verbal warning and two written warnings before dismissal. Verbal warnings will often be removed from an employee's disciplinary record after six months and written warnings after 12 months (if there are no further disciplinary offences).

Typically, a warning may last on file for 6 months. A final written warning may remain on file for 12 months. In extreme cases you may have a warning that stays on file for an indefinite period.

Invitation to a Disciplinary Hearing You will be invited to a disciplinary hearing and should be given sufficient time to prepare for it. Less than 48 hours is unlikely to be reasonable notice.

A verbal warning is a disciplinary measure where an employer speaks to an employee about an issue involving their behavior, conduct, or job performance. It is usually the very first step of the disciplinary process.

The answer lies in the company's disciplinary policy and code. It is recommended that you make provision for a comprehensive final written warning and include a provision in your disciplinary policy that stipulates that any employee who is issued with more than two valid final written warnings may be dismissed.

Typically, you give one verbal warning and two written warnings (one initial and one final) before dismissing them. However, in cases of severe or gross misconduct, you may dismiss the employee without prior warning.

A disciplinary action is a reprimand or corrective action in response to employee misconduct, rule violation, or poor performance. Depending on the severity of the case, a disciplinary action can take different forms, including: A verbal warning. A written warning.

For both verbal and written warnings, there is typically a formal meeting and written documentation that is added to your employee folder. Often, both your supervisor and human resources will attend. Warnings are serious business, not to be mistaken with being chewed out by your supervisor.

More info

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Oregon Disciplinary Warning Notice