Disciplinary action

Disciplinary actions at work are processes that employers use to correct behaviors and actions of employees that violate company policies, rules, or expectations. They can range from verbal warnings to termination, depending on the severity of the offense. Employers should have a clear disciplinary policy in place to ensure consistency in the treatment of employees and to avoid legal issues. 

Disciplinary action at workplace can be carried out by an employer to address any form of unacceptable behavior and has two key elements: the investigation and the decision. It can also be used to address criminal activity and other serious issues that may require termination of employment. The investigation considers whether there is sufficient evidence to support a particular allegation against an individual. The decision must be reasonable in all circumstances, based on all relevant evidence.

There are many forms of disciplinary action, depending on the severity of the offense. Here are some examples:

• A verbal warning is an informal conversation between a manager and an employee to address behavior or performance issues. It is a great example of disciplinary action because it is received most often. The manager should document the conversation and provide the employee with clear expectations for improvement.
• A written warning is a formal document that outlines the behavior or performance issue, the consequences of continued violations, and the steps the employee needs to take to improve. The employee should sign the document to acknowledge receipt.
• A suspension is a temporary removal from work, typically without pay. Suspensions are used for serious violations of company policies, such as workplace violence or theft.
• Termination is the final step in the disciplinary process and is used when an employee has repeatedly violated company policies, and the behavior or performance has not improved despite previous disciplinary action. This disciplinary action form for employees should be handled with care, and managers should document the reasons for the termination.