Discipline Interview Checklist
What this document covers
The Discipline Interview Checklist is a crucial tool used by employers to structure and document the process of addressing employee misconduct. This form is designed to guide managers through each stage of a discipline interview, ensuring that all essential points, from the initial discussion to post-interview follow-ups, are addressed. By using this checklist, employers can maintain consistency and fairness during disciplinary actions, helping to mitigate legal risks and support effective employee management.
Key components of this form
- Preparation steps prior to the interview.
- Guidelines for conducting the interview, including how to articulate the issues and allow employee input.
- Post-interview actions to summarize the meeting and document the process.
- Tracking follow-up actions to monitor employee progress after discipline.
When to use this document
This form should be used when an employer needs to address performance issues or behavioral problems with an employee. Scenarios include instances where employees have received complaints from colleagues, violated company policies, or exhibited performance that has not met organizational standards. It serves as a roadmap to ensure that all aspects of the discipline process are handled appropriately and fairly.
Who should use this form
- Human resources professionals managing employee relations.
- Managers and supervisors conducting performance evaluations of employees.
- Business owners involved in direct oversight of employee conduct.
Completing this form step by step
- Identify the employee and the specific issues prompting the discipline interview.
- Review relevant employee records, including previous incidents and disciplinary actions.
- Prepare an outline of key points to discuss during the interview, focusing on facts and behaviors.
- Document the discussion during the meeting, capturing the employee's responses and any mitigating circumstances.
- Summarize the findings in a memo after the interview, outlining next steps and expectations moving forward.
Does this document require notarization?
Notarization is not commonly needed for this form. However, certain documents or local rules may make it necessary. Our notarization service, powered by Notarize, allows you to finalize it securely online anytime, day or night.
Common mistakes
- Failing to prepare adequately for the interview.
- Not allowing the employee enough opportunity to respond.
- Being vague about what specific behaviors need to change.
- Neglecting to document the interview properly for future reference.
Why complete this form online
- Convenient access to the checklist from any device.
- Easily editable for specific situations and employees.
- Immediate availability for use in real-time interviews.
Form popularity
FAQ
What will happen at the meeting? Your employer will explain the reason for the meeting and go through the evidence they have. They should give you the opportunity to put your case and answer the allegations made against you. You should be allowed to ask questions, give your evidence and call witnesses.
Investigate, Investigate, Investigate. It is fundamental that you investigate the situation before you consider disciplinary action. Set Expectations. Invite Letter. Advance Notice. Preparation. Convening the Meeting. Adjourning the Meeting.
A brief summary of the case. Reference to any facts that are not in dispute. The issues that are in dispute. What has to be decided by the Chairman. How you intend to demonstrate your case through your evidence. What result you are seeking.
Be honest. Be honest if you have been in trouble. Take responsibility. If you answered yes to any of the disciplinary questions, you will be asked to share details about the offense. What did you learn? Share what you learned from the incident. Talk with others.
Provide a specific example and in your answer show your ability to have planned ahead for such instances by having measures in place and a clear action plan to deal with serious discipline problems. Support any disciplinary action you took with reasons as to why it was effective and why you used it.
Definition. A disciplinary interview is a meeting between at least one manager and an employee (who may be accompanied by a colleague or trade union representative) to investigate and deal with an employee's misconduct or performance in a fair and consistent manner.
Give yourself enough time to prepare. You are entitled to ask to reschedule your disciplinary meeting. Bring backup with you. Your employer must allow you to bring a work colleague or a trade union rep with you to your disciplinary hearing. Outline your argument. Bring your own evidence. Exercise your right to appeal.
Can the employee confirm they have received details in writing of the allegations against them? Do they understand the nature of the allegations being made against them? Are they aware that the behaviour connected with the disciplinary investigation is unacceptable?
No. It is important to note that when asking an HR adviser legal questions, those questions and any advice you receive as answers to those questions are likely to be given to the employee if the matter ever goes before an Employment Tribunal.