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For recordkeeping purposes, you should use a discipline form every time you initiate a disciplinary action. It is useful for both recordkeeping purposes and for future disagreements or actions.
Documenting employee discipline procedures Taking detailed meeting notes. A thorough investigation report, showing the person was at fault. Evidence that you provided the employee with the opportunity to respond and you took this response into consideration. The termination letter explaining why the employee was dismissed.
A proper discipline form report should include information about the action that led to the discipline, what the follow-up meeting was, and the kind of things communicated to the employee so that they would remedy their actions in the future.
] Dear [Mr./Ms. Last Name]: This letter shall serve as a formal written reprimand and is to confirm in writing our discussion of [date] concerning your unacceptable [performance and/or conduct] and to establish my expectations which I have outlined in a Corrective Action Plan to be commenced immediately.
The purpose of disciplinary action is to correct, not to punish, work related behavior. Each employee is expected to maintain standards of performance and conduct as outlined by the immediate supervisor and to comply with applicable policies, procedures and laws.
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People also ask

An employee disciplinary action form is designed to inform an Employee who is unable to follow the policies or expectations set by their Employer the result of their action(s).
What is an example of discipline in the workplace? Workplace discipline seeks to correct unacceptable employee behavior. For example, if an employee is constantly late for work, his supervisor issues an oral or written reprimand explaining why their behavior is problematic and encouraging them to improve.
A disciplinary action is a reprimand or corrective action in response to employee misconduct, rule violation, or poor performance. Depending on the severity of the case, a disciplinary action can take different forms, including: A verbal warning. A written warning. A poor performance review or evaluation.

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