The Employee Discipline Form is a crucial human resources document used across United States workplaces to formally document and address employee misconduct, policy violations, or performance issues. This document is essential for maintaining clear records of disciplinary actions while ensuring compliance with federal and state employment laws, including Title VII of the Civil Rights Act, ADA, and other relevant regulations. The form should be used whenever formal disciplinary action is necessary, providing a structured approach to document incidents, outline corrective measures, and protect both employer and employee interests. It serves as an official record that may be referenced for future personnel decisions, legal proceedings, or compliance audits, making it vital to include comprehensive details about the incident, previous warnings, and agreed-upon improvement plans.
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1. Employee Information: Basic identification details including employee name, ID number, department, position, and supervisor
2. Incident Details: Specific information about the violation including date, time, location, and nature of the incident
3. Type of Violation: Classification of the violation (e.g., attendance, performance, conduct) and whether it's a first offense or repeat violation
4. Description of Incident: Detailed account of what occurred, including specific behaviors, actions, or inactions that violated company policy
5. Company Policies Violated: Reference to specific company policies, procedures, or standards that were breached
6. Previous Warnings: Documentation of any prior disciplinary actions or warnings related to similar incidents
7. Corrective Action: Specific measures being taken (warning, suspension, probation, etc.) and expectations for improvement
8. Timeline for Improvement: Clear deadlines and milestones for expected behavioral or performance changes
9. Consequences: Statement of potential consequences if improvement is not shown or if further violations occur
10. Signatures: Space for employee, supervisor, and HR representative signatures and dates
1. Employee Response: Space for employee to provide their perspective or response to the disciplinary action
2. Performance Improvement Plan: Detailed plan for addressing performance issues, used when violation relates to job performance
3. Union Representative: Section for union representative information and signature, required if employee is union-represented
4. Witness Statement: Space for witness information and accounts, used when incident involved witnesses
5. Appeal Rights: Information about the employee's right to appeal the disciplinary action and the process
6. Medical Accommodation: Section for documenting any relevant medical accommodations, used when disability or medical conditions are relevant
7. Investigation Details: Summary of any investigation conducted, used for serious violations requiring formal investigation
1. Evidence Documentation: Copies of relevant evidence supporting the disciplinary action (e.g., attendance records, performance data, incident reports)
2. Relevant Company Policies: Copies of specific company policies or procedures that were violated
3. Previous Disciplinary Records: Copies of prior disciplinary actions or warnings relevant to the current incident
4. Performance Metrics: Documentation of performance standards and actual performance, used for performance-related discipline
5. Training Records: Evidence of relevant training or instruction provided to the employee prior to the incident
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