Progressive Disciplinary Action Form for Organizations

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Table of Contents

Introduction
Progressive Disciplinary Action Form
Conclusion
Works Cited

Introduction

A progressive disciplinary action is a tool developed to positively correct misconduct within an organization and improve employee’s performance at the workplace (Heathfield 1). In most cases, a disciplinary action imposed on employees whose behavior is negatively affecting other employees.

Progressive Disciplinary Action Form

Part A: Employees information

Date: …………………………………..
Employees name ………………………………………………………………………………
Department ……………………………………………………………………………………….

Part B: (Complete every part of this form by filling in on the spaces created)

Notice of verbal warning
Notice of written warning
Notice of suspension
Notice of termination

Reason(s) for facing disciplinary action.

Violation of the organization policies and rules
Violation of the organization practices
Unsatisfactory performance

Prior discussion with the employee concerning the issue.

First meeting
The supervisor must meet the employee and discuss the accusation (Indiscipline, poor performance, or violation of organization rules and policies). A written agreement over the issue must be filed for records (“Progressive disciplinary action form” 1).
Second meeting
The second meeting will take place if the employee continuously repeated the mistakes. The disciplinary team and HR must be notified. All investigations and evidence must be presented before the disciplinary team.
The date, time, and place of the discussions must also be recorded.

Statement of organization policies on the matter.

The organization’s rules and policies concerning the indiscipline case of the employee must be stated at this point. This will ensure that the employee is aware of the violation.

Prior disciplinary action.

Involves a Summary of the entire prior discipline action process against the employee. Indicate the stages involved for example; verbal or written reprimand steps. The supervisor must also clarify to the employee the future consequences if the verbal and written reprimand wasn’t taken seriously. A written memo to this discussion must be filed in the HR as the record of the conversation (“Progressive disciplinary action form” 1).

Follow-up plan.

After the first verbal reprimand meeting with the employee, the supervisor implements a follow-up plan. This would prove whether the employee has changed or not. Recommendations must be provided by the supervisor as:

Positively improved behavior/performance
Very minimal improvement; repeat the discipline
Discharge
Supervisor’s

Comments on the decision……………………………………………………………………………………………………………………………………………………….…………

Consequences: if the follow-up plan fails.

Suspension or even termination notice can be served to the employee if the follow-up plan fails. The supervisor’s comment at this point is enough to impose more serious disciplinary action against the employee. The appropriate management and human resource must all be notified on the same.

Employee’s approval.

The employee must be allowed to communicate with the disciplinary team. The employee can accept the punishment or can reject and launch an appeal. For the legal process, the decision by the employee is very important since it can revoke the entire investigation.

Accept the decision
Reject the decision
Appeal

Comments………………………………………………………………………………………………………………………………………………………..……

Part C: Declaration

I fully (employee’s name) …………………………………….on (Date)…………….accept and will comply with the conditions recommended if I don’t improve.

Employee’s signature………………………………………… Date ………………

Supervisors signature …………………………………..…… Date ………………

Administrator signature ……………………………………..…Date …..…………

Human resource signature ………… ………………………. Date ………………

Form distribution: One copy (written reprimand or termination notice) must be given to the employee, supervisor, and HR (“Progressive disciplinary action form” 2).

Conclusion

This progressive disciplinary action form helps the organization in practicing a systematic follow-up on any allegations imposed on its employee. This excludes false allegations since strong evidence must be provided.

Works Cited

Heathfield, Susan. 2012. Progressive Discipline Warning Form Introduction.Web.

Progressive Disciplinary Action Form 2008. Web.

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