Employee Action and Behavior Documentation
What is this form?
The Employee Action and Behavior Documentation form is a crucial tool for employers to record and track employee performance issues and disciplinary actions. This form allows supervisors to document discussions regarding unacceptable behavior or performance, differentiate it from other forms of employee reviews, and provides a structured approach to support improvement through corrective actions. It ensures a consistent method of communication between supervisors and employees regarding expectations and behavior standards in the workplace.
Key parts of this document
- Employee Name and ID Number: Basic identification information necessary for record-keeping.
- Job Title: Indicates the employee's position within the organization.
- Date of Discussion: Essential for tracking the timeline of performance issues.
- Reason for Discussion: Outlines specific behavior or performance issues addressed in the documentation.
- Highlights of Discussion: Summarizes key points discussed and any agreements reached during the meeting.
Situations where this form applies
This form should be utilized when an employee's conduct or performance does not meet established workplace standards. Situations may include repeated tardiness, failure to meet job responsibilities, or violations of company policies. The documentation serves to inform the employee of the deficiencies and can be part of a larger performance improvement plan.
Intended users of this form
This form is intended for:
- Supervisors or managers responsible for employee performance management.
- Human resources personnel involved in documenting disciplinary actions.
- Employees who are subject to performance evaluations and possible corrective action.
How to prepare this document
- Enter the employee's name and identification number at the top of the form.
- Specify the job title of the employee to provide context for the discussion.
- Record the date when the discussion or documentation takes place.
- Clearly outline the reason for the discussion, ensuring it is specific and relevant.
- Summarize the highlights of the discussion, including any actions agreed upon.
Notarization requirements for this form
Notarization is generally not required for this form. However, certain states or situations might demand it. You can complete notarization online through US Legal Forms, powered by Notarize, using a verified video call available anytime.
Common mistakes to avoid
- Failing to provide detailed descriptions of the performance issues.
- Not keeping the form updated after subsequent discussions.
- Using vague language that does not clearly state the employee's shortcomings.
Why complete this form online
- Easy access to download and store documentation securely.
- Editable formats allow for customization based on individual needs.
- Provides a reliable record that can be referenced in future discussions or performance reviews.
Legal use & context
- Documentation can be used as evidence in employment disputes.
- Creates accountability for both the employee and employer regarding performance expectations.
- Adhering to proper documentation practices is essential for compliance with labor laws.
Form popularity
FAQ
The 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.
Have an employee discipline form. Conduct a full and fair investigation. Get the facts. Be objective. Be clear and specific. Complete the form while the facts are fresh. Get the employee's acknowledgement. Allow the employee to explain the conduct.
Detail the Investigation of Misconduct. Explain the Specific Misconduct. Detail the Improvement Action Plan. Detail the Consequences of Future Misconduct. Detail the Employee's Right to Respond or Appeal.
Listen. Often, when an employee is difficult we stop paying attention to what's actually going on. Give clear, behavioral feedback. Document. Be consistent. Set consequences if things don't change. Work through the company's processes. Don't poison the well. Manage your self-talk.
It should include the date, time and location for the hearing. The disciplinary hearing letter should have details of the allegations against the employee, documentation supporting the incident and the possible outcomes of the procedure.
Have an employee discipline form. Conduct a full and fair investigation. Get the facts. Be objective. Be clear and specific. Complete the form while the facts are fresh. Get the employee's acknowledgement. Allow the employee to explain the conduct.
Stick to the facts and underline expectations. Emphasize behavior. Align records of past performance. Describe proof of misconduct. Identify and present consequences. Meet in person and get a signature.