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Disciplinary Action On Employees

The document outlines the typical 5 steps in a progressive discipline process: 1) a verbal warning, 2) a formal written warning, 3) a formal disciplinary meeting with HR, 4) suspension or loss of privileges, and 5) termination as a final step if violations continue. It emphasizes explaining violations, investigating issues, employee acknowledgement, and ensuring fairness through HR oversight at each step.

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Syed fayas thanveer S
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176 views1 page

Disciplinary Action On Employees

The document outlines the typical 5 steps in a progressive discipline process: 1) a verbal warning, 2) a formal written warning, 3) a formal disciplinary meeting with HR, 4) suspension or loss of privileges, and 5) termination as a final step if violations continue. It emphasizes explaining violations, investigating issues, employee acknowledgement, and ensuring fairness through HR oversight at each step.

Uploaded by

Syed fayas thanveer S
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Disciplinary Action

Steps in a Progressive Discipline Process:


1. Verbal warning.

This is typically the first step in the discipline process. In this step, employees should receive
verbal warnings in private. The exact nature of what took place and why it is in violation of
policy, or how it falls short of performance expectations, should be explained, along with
corrective actions. HR should be notified of the warning.

2. Formal written warning.

This is often the second step in the discipline process. In this step, the manager or supervisor
should use a write-up form to describe the incident and corrective actions. The employee
should read the form and sign that they received it.

3. Formal disciplinary meeting.

This is usually the third step in the discipline process. In this step the employee,
manager/supervisor, and an HR representative meet to discuss the problem. HR investigates
the problem. The employee is informed that after this point punitive action may take place,
up to, and including termination.

4. Suspension or loss of privileges.

This is typically the fourth step in the discipline process. In this step, the employee may
receive penalties, such as a loss of certain privileges, suspension from some or all duties, a
demotion, or other appropriate penalties.

5. Termination.

This is usually the final step in the discipline process. In this step, the employee is fired for
continued violations. The final decision to terminate will be approved by an HR
representative after an investigation to ensure fairness. Get advice for firing employees here.

Final Thoughts:

Having a company disciplinary policy in place will take away a lot of uncertainty from
employees, and help ensure that your company or organization has a fair process that treats
everyone equally.

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