Disciplinary Action Form I
What is this form?
The Disciplinary Action Form I is a key document used by employers to formally address and record instances of employee misconduct or performance issues. This form is essential for maintaining workplace standards and differs from other employment forms by focusing specifically on disciplinary matters, ensuring that employers can document actions taken in response to specific violations or concerns. It is an important tool in the human resources management process.
Key components of this form
- Refusal of assigned work
- Insubordination towards supervisors
- Failure to adhere to work schedules
- Inappropriate dress code violations
- Violation of company policies regarding time cards
- Failure to assist customers properly
- Disregard for scheduled breaks or lunchtimes
- Misuse of company property
- Excessive absenteeism
- Substance use on company premises
- Details of the incident where necessary
When this form is needed
This form should be used when an employee exhibits behavior that violates company policies or standards. Situations may include ongoing insubordination, theft, excessive absenteeism, or any actions that contravene established workplace rules. It serves to document the incident officially and to outline any disciplinary measures that may be taken.
Who needs this form
- Human resource managers
- Team leaders or supervisors
- Business owners and administrators
- Anyone responsible for employee management within their organization
How to prepare this document
- Identify the specific violation or behavior that prompted the disciplinary action.
- Document the details of the incident, including date, time, and a brief description.
- Specify any relevant company policies that were violated.
- Gather the signatures of the employee and the supervisor to acknowledge the disciplinary action.
- Store the completed form in the employeeâs personnel file for future reference.
Does this document require notarization?
This form usually doesn’t need to be notarized. However, local laws or specific transactions may require it. Our online notarization service, powered by Notarize, lets you complete it remotely through a secure video session, available 24/7.
Mistakes to watch out for
- Failing to document specific incidents clearly.
- Not including the date and context of the violation.
- Leaving out the employeeâs response to the disciplinary action.
- Neglecting to file the form correctly within the employeeâs records.
Benefits of using this form online
- Convenient access to templates that save time.
- Edit and customize forms easily to fit specific situations.
- Reliable legal standards through templates drafted by licensed attorneys.
Form popularity
FAQ
An individual's failure to perform properly or neglect of duty is wilful and misconduct if he or she intentionally, knowingly, or deliberately fails to perform, or performs in a grossly negligent manner, or repeatedly performs negligently after prior warning or reprimand and in substantial disregard of the employer's
Date of the warning. the subject of the warning letter. name of the employee. section with the details of the violation. reasons why this situation is considered a violation. disciplinary actions that the company will take. your signature.
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.
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.
Meet with the employee in question. Let the employee know what you've observed and why the behavior is inappropriate. Point to the appropriate sections of the employee handbook relating to professional behavior on the job and allow the employee to read the rules pertaining to the situation.
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.
Consult Human Resources. Don't Waste Time. Write Down Only the Facts. Be Specific About the Issue and The Solution That Will Help. Check the Report for Errors. Do Everything in Private.
Dear (Name/employee), I am writing to you because I would like to discuss your very unprofessional behavior. As a very successful business company, we cannot afford to have any bad reputation. (Describe in your own words).
