Manager's Checklist for Final Discipline
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FAQ
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.
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.
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.
Verbal warning. When an issue arises, a serious conversation should take place between the manager and the employee. Written warning. Suspension and improvement plan. Termination. Keep consistent. Be specific. Document clearly. Remain unemotional.
Step 1: Is formal action necessary? Step 2: Commencing a disciplinary process planning is key! Step 3: Suspension. Step 4: Investigation. Step 5: Information to be given to the employee before the disciplinary hearing. Step 6: Statutory Right to be Accompanied. Step 7: Record keeping. Step 8: The Decision.
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.
Purpose. Step 1: Counseling and verbal warning. Step 2: Written warning. Step 3: Suspension and final written warning. Step 4: Recommendation for termination of employment. Appeals Process. Performance and Conduct Issues Not Subject to Progressive Discipline. Documentation.
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.