An employee disciplinary action form template requires by organizations, companies, and businesses when employees did some form of misconduct either simple or serious. This form emphasizes to the employees that these kinds of behaviors are not to be tolerated. It is an effective tool that makes you able to get the employee’s attention. Also, it informs the employee that the behavior which was done is unacceptable.
Moreover, a serious meeting between the employee and the employer would have to take place first, before giving an employee disciplinary action form. In this meeting, the employer counsels the employee to eliminate the negative behavior and improve his performance. If an employee continues to perform misconduct then disciplinary action has to be taken. This disciplinary action form also contains suggestions or ideas for improvement in the employee’s performance.
Table of Contents
Components of employee disciplinary action form:
An employee disciplinary action form should contain the following components;
- First and last name of the employee, his employment number, position, and other details.
- State the reason that why the disciplinary action forms are written.
- The date of the disciplinary action.
- A brief summary of the negative behavior.
- Mention the date, time, location, and witnesses of the issue.
- Any prior history when an employee has received warnings of violations.
- The comment section for the employee.
- Corrective actions and expected date for improvement.
- The name of the immediate reporting manager.
- Affix the signature of both the employee and the employer.
How to fill out an employee disciplinary action form?
As we know that the disciplinary action form is a formal document, it should use professional language. Here are some guidelines on how to fill out it; You may also like the Employee Contract Template.
Employee information:
At first, write down the first and last name of the employee. Then, state his employment title and department. You should also include the name of the supervisor and the date when the form is written.
Types of violation:
In this section, explain the type of violation or offense did by the employee. In addition, discuss how the act is against the company’s policies. State its negative impacts on productivity and the company’s reputation.
Offense details:
You have to write down the date, time, and location in which the violation was committed.
Comments of the employer:
In this part, during the date of violation, the employer discusses the type of language or incident witnessed. Furthermore, state the immediate action the employee did following the misconduct.
Comments of the employee:
The form also contains a section where an employee can explain the story of his side regarding the misconduct.
Corrective actions:
The employer has to mention the corrective measures that the employee will be taken in an attempt to correct the misconduct.
Past warnings:
You should also mention prior warnings that the employee has been issued. Also, state the type of warning and how it is related to the present violation.
Receipt’s statement:
To act as proof of receipt and awareness, the form should be signed by both the employee and the employer. You should also check the Employee Clearance Form.
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Purpose of using the employee disciplinary action form:
Here are some purposes why the disciplinary forms are used;
- The employee disciplinary action form helps the management to inform the employee about his misconduct in an effective way.
- During handling employee’s violations, this form makes sure consistency and equality in each process.
- It acts as future reference points. When this form is issued, it indicates that an offense is committed. An opportunity is given to the employee to correct his behavior. Moreover, it will be used to identify a more serve course of action. You may also see Employee Corrective Action Plan Template.
Conclusion:
In conclusion, an employee disciplinary action form is an effective tool that helps the management to inform the employees about their misbehaviors. It is issued after a verbal warning has been given to the employee. It provides a clear and transparent approach to handling workplace offenses.
