Employee disciplinary action forms are to be used by employers and companies for their employees who are showing poor performance and misconduct. The form not only warns the employee but also allows him to know what the plans of the company are to address concerns and issues specified in the form.
Types of Employee Disciplinary Action Forms
Basic Employee Disciplinary Action Form – There are two pages in this form type which must be filled out by both the supervisor and the employee. In the first page of the form, the supervisor will have to state the name of the employee along with the employee’s position, time in, and the date when the disciplinary action form was issued. Then, the supervisor must indicate the type of discipline the employee is subjected to and he must affix his signature in the allotted are. Additionally, the employee should also sign the form as well as the president of the company to document that the employee was informed about the details of the disciplinary program. The second page of the form, on the other hand, is intended for the reason of the supervisor for issuing the disciplinary action, and the comments of the employee about the disciplinary action program or plan.
Basic Employee Disciplinary Action Form
Construction Employee Disciplinary Action Form – Construction companies use this form type to inform a construction employee and staff about a disciplinary action plan to be fulfilled. The first section of the form identifies who the employee to be disciplined and the name of the supervisor who reported the issue to the management, while the second section specifies the discipline type and the details of the violation warning. The third section contains three text boxes for the employer’s or the supervisor’s statement, the employee’s statement, and the warning decision. Moreover, the supervisor can also enlist the previous warnings that the employee had and whether it was a verbal or a written warning.
Construction Employee Disciplinary Action Form
Employee Final Disciplinary Action Notice Form – Employees who were reported and informed by the supervisor about a disciplinary and corrective action procedure, and yet failed to do so should be served with an employee final disciplinary action notice form. In this document, the employer of the supervisor will have to disclose the general information of the company as the sender and the employee as the recipient of the notice. Then, in the succeeding section, the employer will need to indicate the date when the preliminary notice was sent to the employee along with the type of request that the employee voiced out and failed to meet such as a departmental hearing to be conducted to address the issue. Furthermore, the form also includes the details of the employee’s sustained charges, the decision mandated by the company, and an authorize certification regarding the service of the notice to the employee.
Employee Final Disciplinary Action Notice Form
Employee Oral Warning Disciplinary Action Form – Oral or verbal warnings still need to be documented. For this, an employee oral warning disciplinary action form will have to be used by the employee’s supervisor. This type of form will record the identifications of the employee and supervisor, the nature of the violation, the oral warning provided, and the signatures of the employee, a witness, and the supervisor.
Employee Oral Warning Disciplinary Action Form
Essential Sections and Contents of an Employee Disciplinary Action Form
Employee information section
This section is intended to document the name of the violating employee along with his job title or position in the company, the name of the department where he is assigned under, and his company identification number.
Offense and violation description section
It is important that the user of the form or the supervisor of the employee will specify the type of offense and its gravity based on the company’s rules and regulations or in the employment contract that the employee had signed. Moreover, an explanation of the offense and the details of the incident when the employee was caught violating should also be included in this section of the form.
Plans and disciplinary action program details
This is where the supervisor can explain the plans that he recommends to be taken by the employee for the employee’s own improvement. When stating the disciplinary action plan or program, the supervisor should also indicate the time period or the date when the employee should be able to show his improvements and progress.
Actions and follow up procedures taken
The specific actions taken by the supervisor before reporting and requiring the employee to a disciplinary action program will have to be stated in this section such as meeting with the employee or sending notices through emails in order to inform his offense or violation.
Acknowledgment of receipt section
The purpose of an acknowledgment of receipt section is to document that the employee confirms that he was informed adequately about the disciplinary action program, the violation he committed and that he was able to read the contents of the form. Below the acknowledgment statement should be a signature area for the employee, the supervisor, and the human resource personnel or coordinator who manages policy violations and concerns.
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How to Use Employee Disciplinary Action Forms
Filling out the entry fields of an employee disciplinary action form is the first step that the supervisor and employee must do. After the required data and information are filled out in the form, the form should be printed out to acquire a physical copy. Once printed, duplicates or photocopies of the form should be made and must be distributed to each party while the original should be submitted to the company’s human resources department.
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To conclude, employee disciplinary action forms are essential for informing the employee about an offense he committed and in addressing a resolution to aid the employee in meeting the standards and requirements of the company. Furthermore, when using and filling out an employee disciplinary action form, the supervisor should first check his facts and identify which policy of the company had been breached or violated by the employee. With this, the supervisor will be able to provide an efficient and effective plan for the employee’s improvement and the company’s benefit.
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