- An employee is constantly late to work: refer to your attendance policy В which mandates that employees can only be tardy twice before disciplinary action is taken.
- Dress code violations: include that company policy says employees must always be in their expected uniform while on the clock.
- An employee continues to use social media during work hours: cite your cell phone usage rule and that employees shouldn’t be using social media or personal devices while on the clock.
When it comes to progressive discipline, a write-up is a to explain why the documented behavior isn’t up to standard and how employees are expected to improve. If your employees signed an employee handbook or attendance policy when they were hired, now’s a good time to include that as well.
4. Include any relevant witness statements
If the performance issue at stake was raised by another team member, involves multiple employees, or your employee works closely with another supervisor or shift manager between you, include their statement in your write-up. Keep in mind any of these statements may be relevant later in the case of a legal claim. So it’s important for witness statements to follow the same guidelines as good documentation:
- All witness statements should be factual observations, not subjective opinions. Continue reading “6. Deliver the news in person (and proof of receipt)В”