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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.

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.

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.

C) Preparing a comprehensive report that contains all the factual information, relevant documents, and interview records/statements. The report will contain an evaluation of the facts and make recommendations as appropriate, which will include whether or not the matter should proceed to a Disciplinary Hearing.

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.

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.

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.

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