Signature Block Employee Disciplinary Report Made Easy

Sign employee disciplinary report

have you ever had questions about disciplining an employee wonder if you should write down a verbal warning somewhere well wonder no more in this video I will be explaining the various disciplinary actions used by employers my name is Nina and I'm about to get in your business if you would like to know more about business operations please consider subscribing to the channel and clicking a notification bell so you will be alerted when new videos are uploaded [Music] I've had a number of requests for how can I put this an overall explanation of disciplinary actions used by employers what to do when to do it how should I do it etc this video is an attempt to explain the fundamental basics of employee discipline this may be one of my longer videos so please bear with me since the topic is a lecture all by itself I'm going to begin with the following random questions statements or assumptions understand the employment laws in your state don't allow your emotions to get the better of you especially if it's an employee who you may personally dislike for whatever reason are your employment policies clear have all employees been notified of the employment policies as well as any updates is the information which led up to the disciplinary action here safe or direct knowledge as a business owner or manager do you know and understand your company's current employment policies don't discipline an employee who may have violated an employment policy one two or six months ago discipline all employees consistently discipline your favorite employee with the attendance problem just as you would the employee you rarely speak to [Music] if an employee violates an employment policy disciplinary actions should take place as soon as possible or no later than three to five days after the incident three to five days allows the business owner or manager to document what happened ask additional questions if necessary decide what types of disciplinary action should take place and if any additional steps are recommended outside of the chosen disciplinary action please managers and business owners when disciplining an employee please consider your surroundings are you in a cafeteria full of people this can make the employee feel berated and in some cases appear that the employee is being singled out I highly recommend choosing a private area at work where the disciplinary action is confidential please refrain from any feelings personal observations or hearsay about the employee stating that others have witnessed your crazy behavior before may be looked upon as subjective or I'm tired of talking to you about this allows your personal feelings to come into play I highly recommend any disciplinary action be done in a private setting with another manager present allow the employee to voice his or her thoughts on the issue if there is any form of corrective action mentioned in any of the disciplinary action steps like additional training or counseling etc it's up to the manager to follow up on behalf of the company to ensure that this has been completed in addition I recommend a general follow up with the employee who violated the policy this is to reaffirm what was said in the prior meeting question should you have another employee present answer no it's best to have another manager present to act as a witness to what was discussed I'm going to start with the oral warning an oral warning is when you formally pull the employee aside and discuss how that employee violated an employment policy and when I say formally I am referring to the business owner or manager making an appointment with the employee to meet for the sole purpose of discussing the violated employment policy a verbal warning should be brief and should at the minimum discuss the following tasks what actions led up to the employment policy violation why is it important to not violate the employment policy show the employee where the policy is located in the employee handbook and get assurances from the employee that one they understand how they violated the policy and to the employee understands the importance of not violating the policy again question do you inform the employee that the discussion equates to a verbal warning my answer oh yes the manager who is performing the disciplinary action should state that the meeting is a verbal warning related to the violated employment policy question do you document the verbal warning and writing absolutely yes a verbal warning is just like any disciplinary action and should be documented as such the employee signs off on the document acknowledging the discussion took place and that document is placed in the employee folder question what happens if the employee does not want to sign the document my answer the second manager who is there as a witness can sign the document as a witness to what was discussed there are other methods that can be used but I will only discuss those methods with business owners and managers question is a verbal warning formal or informal as it relates to terminating an employee my answer it depends on your company's disciplinary action plan typically verbal warnings are not counted against an employee as it relates to termination written warnings should be handled in a similar manner as the aural warning written warnings are the formal kind of disciplinary action that could lead to an employee's termination if the same violation continues to occur these types of disciplinary actions are documented as a written warning signed and placed in the employees personnel file if corrective action is documented in the written warning it is up to the manager or the business owner to follow up to ensure this corrective action has been accomplished question how many written warnings should you give an employee prior to termination answer again it depends on your company's disciplinary action policy as well as the seriousness of the violation and with that being said whatever you decide should remain consistent with all employees if your employment policy states 2 written warnings then a final warning must be issued prior to termination then this is what your company should follow probation is when the employee is notified that their job performance is under review the employee is still allowed to work at the company but the job status of the employee changes to that of a trial period a trial period can last between one second - as long as your company extends the time again it depends on what your policy states if during this period the employees behavior has not improved as defined by your company the consequences outlined by the company will be implemented here's an example your company states that if the employees job performance has not improved in a certain amount of time the employee must undergo additional training and the probationary period is extended or the employee will be terminated or the employee will be demoted whatever the case question how long must the probationary period last answer any length of time your company chooses note to self I highly recommend following through any sort of consequence outlined in your company's probationary documentation in addition I highly recommend that the probationary period states that the employee can be terminated at any time while the employee is on probation suspension with pay allows the employee to continue receiving a paycheck but the employee is not allowed to work this method of discipline is typically used to perform an investigation and determine if the employee will be allowed to return to work return to work with stipulations or terminate the employee if your company elects to suspend an employee without pay it's best to first research this option with the payday and other laws in your state I recommend you contact your licensed employment attorney for more information [Music] a demotion or reassignment for an employee typically involves a decrease in overall job responsibilities sometimes it can also mean a decrease in salary and a probationary period is sometimes attached a final warning is issued when an employer has exhausted all disciplinary efforts or the employee has violated an employment policy that was so severe this form of discipline must be used when administering this form of discipline the employer must act on the outlined consequences should the employee violate this policy again this is the final act of disciplinary action taken by an employer this ends the employee employer relationship employers be sure to maintain all notes and other documentation related to the termination I didn't want to make this video too long but it gives you a brief overview of the different types of employee disciplinary actions as long as no federal state or local laws city ordinances are violated an employer can spell out disciplinary actions any way he or she fit ensure your company is using disciplinary actions for among other things to improve on your company's productivity bottom line and corporate morale not because of personal feelings or issues that happened outside of the office that obscene into the workplace if your disciplinary steps are verbal written probation suspension final warning then termination your company will need to consistently follow those steps in that order unless unless your policy clearly states that the disciplinary action taken by your company may not necessarily happen in the order written and depends on the violation bla bla bla bla suspensions without pay is a form of discipline typically done in larger organizations I recommend small businesses think twice about using this type of discipline since other laws may come into play what all that being said I urge you to contact a licensed employment attorney prior to administering any disciplinary actions if you have any questions thanks for watching