{"id":14664,"date":"2018-08-12T12:15:46","date_gmt":"2018-08-12T12:15:46","guid":{"rendered":"https:\/\/www.process.st\/templates\/employee-discipline-checklist\/"},"modified":"2024-02-28T21:31:58","modified_gmt":"2024-02-28T21:31:58","slug":"employee-discipline-checklist","status":"publish","type":"post","link":"https:\/\/www.process.st\/templates\/employee-discipline-checklist\/","title":{"rendered":"Employee Discipline Checklist"},"content":{"rendered":"<section id=\"introduction\">\n<h2>Introduction:<\/h2>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/mT52RhbzbRjnDrC3OIdHjQ.png\" alt=\"Introduction:\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/mT52RhbzbRjnDrC3OIdHjQ.png\" \/> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Employee discipline should <strong>not be seen as a form of punishment<\/strong>, but as an <strong>opportunity for growth and development.<\/strong><\/p>\n<p>If approached with the right mindset and executed correctly, it can be an <strong>effective training method<\/strong> that helps improve performance while establishing a safe and honest working environment for all employees.<\/p>\n<p><strong>This checklist will guide you through the entire disciplinary process<\/strong>, from verbal warnings to suspension and ultimately, <a href=\"https:\/\/www.process.st\/templates\/employment-termination-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">employment termination<\/a> (a stage that will ideally never be reached) in a way that ensures both parties are comfortable with how problems are being addressed and progress is being made.&nbsp;<\/p>\n<p>Let's get started.&nbsp;<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"preparation\">\n<h2>Preparation:<\/h2>\n<\/section>\n<section id=\"record-employee-details\">\n<h2>Record employee details<\/h2>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Employee first name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled=\"disabled\" class=\"form-control\" \/>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Employee last name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled=\"disabled\" class=\"form-control\" \/>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Employee phone number <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled=\"disabled\" class=\"form-control\" \/>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Employee job title <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled=\"disabled\" class=\"form-control\" \/>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"identify-the-type-of-problem\">\n<h2>Identify the type of problem<\/h2>\n<div class=\"text-content\">\n<p>In general, there are <strong>two types<\/strong> of problems that warrant disciplinary action; <strong>behavioral problems and performance problems.<\/strong> It's important to determine which type you are dealing with before moving forward.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"select-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Type of problem <\/label><br \/>\n   <select disabled=\"disabled\" class=\"form-control\"><option value=\"An option will be selected here\">An option will be selected here<\/option><\/select>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"gather-employee-records-and-other-relevant-information\">\n<h2>Gather employee records and other relevant information<\/h2>\n<div class=\"text-content\">\n<p>The next step in the preparation phase is to <strong>gather employee records and any other relevant information<\/strong> you can use to <strong>clarify the issues<\/strong> that require disciplinary action.&nbsp;<\/p>\n<p>For performance-based problems, <strong>statistical information is often very helpful.<\/strong> Gather the <strong>data that highlights poor performance<\/strong> and enables the employee to better understand what needs to be improved.&nbsp;<\/p>\n<p>For behavioral problems, <strong>gather various examples <\/strong>of behaviors that you and the company in general consider <strong>unacceptable<\/strong>, and <strong>how often they are occurring.&nbsp;<\/strong><\/p>\n<p class=\"style-warning\">Try to gather as much information as possible, making sure that it is all <strong>highly relevant and detailed.<\/strong> This will make the process <strong>significantly easier<\/strong> and ultimately have a <strong>higher chance of success. <\/strong><\/p>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Employee records (job description, performance reviews etc.) <\/label> <\/p>\n<div class=\"file-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"consider-additional-training\">\n<h2>Consider additional training<\/h2>\n<div class=\"text-content\">\n<p>Often times, <strong>performance-based problems<\/strong> can be solved<strong> without<\/strong> having to take <strong>disciplinary action.<\/strong><\/p>\n<p>Evaluate the situation carefully and determine if the employee's poor performance could be due to a <strong>lack of training or development of a certain skill.&nbsp;<\/strong><\/p>\n<\/p><\/div>\n<div class=\"select-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Will you be moving forward with additional training or disciplinary action? <\/label><br \/>\n   <select disabled=\"disabled\" class=\"form-control\"><option value=\"An option will be selected here\">An option will be selected here<\/option><\/select>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"verbal-warning\">\n<h2>Verbal warning:<\/h2>\n<\/section>\n<section id=\"schedule-a-meeting\">\n<h2>Schedule a meeting<\/h2>\n<div class=\"text-content\">\n<p><strong>Contact the employee<\/strong>, either in person or by sending them an email, to schedule a private meeting.<\/p>\n<p>Below is a <strong>template<\/strong> that you can use immediately.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Meeting date <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"clearly-describe-the-performance-deficiency\">\n<h2>Clearly describe the performance deficiency<\/h2>\n<div class=\"text-content\">\n<p>In the meeting, the <strong>first thing to do is clearly describe the problem.<\/strong><\/p>\n<p>Make sure you <strong>refer to statistical data<\/strong>&nbsp;gathered prior to the meeting and any other employee records that help convey the <strong>need to warrant a verbal warning.&nbsp;<\/strong><\/p>\n<p>Use the form field below to record your description.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Description of the performance deficiency <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"clearly-describe-the-behavioral-deficiency\">\n<h2>Clearly describe the behavioral deficiency<\/h2>\n<div class=\"text-content\">\n<p>In the meeting, the <strong>first step is to clearly describe the problem.<\/strong><\/p>\n<p><strong><\/strong>Make sure that you <strong>refer to the examples of unacceptable behavior<\/strong> that were gathered prior to the meeting, and any other relevant information from the employee's records such as<strong> formal complaints from other employees<\/strong> or any previous warnings that were issued.&nbsp;<\/p>\n<p>Record your description of the behavioral deficiency using the form field below.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Description of the behavioral deficiency <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"reiterate-requirements-and-expectations\">\n<h2>Reiterate requirements and expectations<\/h2>\n<div class=\"text-content\">\n<p><strong>Be very clear about what needs to be done<\/strong> in order to resolve the issue. Restate what your requirements and expectations are, along with some <strong>guidance<\/strong> on how the employee can ensure they are met.&nbsp;<\/p>\n<p>If you have documented this information, attach the file below.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Requirements and expectations <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Requirements and expectations (file) <\/label> <\/p>\n<div class=\"file-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"review-the-consequences-of-future-occurrences\">\n<h2>Review the consequences of future occurrences<\/h2>\n<div class=\"text-content\">\n<p>During the verbal warning, inform the employee that <strong>if expectations are not met<\/strong> and the <strong>problem persists<\/strong>, you will have to <strong>issue a written warning<\/strong> which goes through HR and is a lot more serious.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Consequences of future occurences <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"schedule-a-date-to-followup\">\n<h2>Schedule a date to follow-up<\/h2>\n<div class=\"text-content\">\n<p>Schedule a date to <strong>follow-up with the employee and review progress.<\/strong> Ideally, this date should be <strong>no longer than 2 weeks<\/strong> after the verbal warning was issued.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Follow-up date <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"document-the-discussion\">\n<h2>Document the discussion<\/h2>\n<div class=\"text-content\">\n<p>Once the meeting has ended and the verbal warning has been successfully issued, be sure to formally document the discussion and <strong>add the document to the employee's records. <\/strong><\/p>\n<p>In the case that <strong>expectations are not met<\/strong> and further action is necessary, <strong>records of previous disciplinary action will be incredibly important.<\/strong>&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Discussion summary <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Verbal warning document <\/label> <\/p>\n<div class=\"file-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n <\/div>\n<\/section>\n<section id=\"send-documentation-to-the-employee\">\n<h2>Send documentation to the employee<\/h2>\n<div class=\"text-content\">\n<p>Use the <strong>email template below to send the verbal warning<\/strong> <strong>document<\/strong> to the employee.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"evaluate-if-a-written-warning-is-necessary\">\n<h2>Evaluate if a written warning is necessary<\/h2>\n<div class=\"text-content\">\n<p>After following up on&nbsp;{{form.Follow-up_date}} and evaluating the employee's progress, <strong>determine if expectations have been met<\/strong> and whether or not a written warning will be issued.<\/p>\n<\/p><\/div>\n<div class=\"select-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Will a written warning be issued due to failure to meet expectations? <\/label><br \/>\n   <select disabled=\"disabled\" class=\"form-control\"><option value=\"An option will be selected here\">An option will be selected here<\/option><\/select>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"written-warning\">\n<h2>Written warning:<\/h2>\n<div class=\"text-content\">\n<p>When creating a written warning, there are <strong>certain components that must be included.<\/strong> They are:&nbsp;<\/p>\n<ul>\n<li>A clear statement of the issue<\/li>\n<li>A description of ways to fix the issue<\/li>\n<li>Clarification of expectations&nbsp;<\/li>\n<li>Statement of possible consequences of inaction<\/li>\n<li>A clear timeline for meeting expectations<\/li>\n<\/ul>\n<p>Now <strong>let's work through each component.&nbsp;<\/strong><\/p>\n<p class=\"style-info\">A written statement is in many ways a more <strong>formal and serious version of the verbal warning<\/strong>, therefore the content is very similar.&nbsp;<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"state-what-the-issue-is\">\n<h2>State what the issue is<\/h2>\n<div class=\"text-content\">\n<p>Write a clear statement<strong> describing the issue.<\/strong> This should also include details of <strong>how the employee failed to meet expectations<\/strong> stated during the <strong>verbal warning.&nbsp;<\/strong><\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Written warning - Statement of the issue <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"clarify-expectations-moving-forward\">\n<h2>Clarify expectations moving forward<\/h2>\n<div class=\"text-content\">\n<p>Clarify for the employee <strong>exactly what expectations they must meet<\/strong> to avoid any further disciplinary action and begin performing to the company's standards.&nbsp;<\/p>\n<p class=\"style-info\"><strong>Expectations stated during the verbal agreement:<\/strong>&nbsp;{{form.Requirements_and_expectations}}<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Written warning - Expectations moving forward <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"state-possible-consequences-of-inaction\">\n<h2>State possible consequences of inaction<\/h2>\n<div class=\"text-content\">\n<p>If the employee <strong>fails to meet expectations<\/strong>, what will the consequences be? Describe each consequence in as much detail as possible.&nbsp;<\/p>\n<p class=\"style-info\"><strong>Consequences stated during the verbal agreement:<\/strong>&nbsp;{{form.Consequences_of_future_occurences}}<\/p>\n<p class=\"style-info\">The most common consequence for failing to satisfy a written warning is <strong>suspension without pay or termination.&nbsp;<\/strong><\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Written warning - Consequences of inaction <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"provide-a-clear-timeline-for-meeting-expectations\">\n<h2>Provide a clear timeline for meeting expectations<\/h2>\n<div class=\"text-content\">\n<p>Write up a clear timeline stating <strong>when you would like to see certain expectations being met<\/strong> over the next <strong>4 weeks or so.<\/strong>&nbsp;<\/p>\n<p>Check out the <strong>example below<\/strong> to get an idea of how it should look.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Written warning - Improvement timeline <\/label> <\/p>\n<div class=\"file-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/mJq60VFJ-kTyHuhL80RHsQ.png\" alt=\"Source: Lucidchart\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/mJq60VFJ-kTyHuhL80RHsQ.png\" \/> <\/a><figcaption>\n     Source: Lucidchart<br \/>\n   <\/figcaption><\/figure>\n<\/p><\/div>\n<\/section>\n<section id=\"consolidate-the-information-into-a-formal-document\">\n<h2>Consolidate the information into a formal document<\/h2>\n<div class=\"text-content\">\n<p>Consolidate all of the information below into a <strong>formal written warning<\/strong> and attach the file. <\/p>\n<p class=\"style-info\"><strong>Statement of the issue:<\/strong>&nbsp;{{form.Written_warning_-_Statement_of_the_issue}}<\/p>\n<p><strong>Expectations:&nbsp;<\/strong>{{form.Written_warning_-_Expectations_moving_forward}}<\/p>\n<p><strong>Consequences of inaction:<\/strong>&nbsp;{{form.Written_warning_-_Consequences_of_inaction}}<\/p>\n<p><strong>Improvement timeline:<\/strong>&nbsp;{{form.Written_warning_-_Improvement_timeline_(URL)}}<\/p>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Formal written warning <\/label> <\/p>\n<div class=\"file-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"send-a-copy-to-hr-for-approval\">\n<h2>Send a copy to HR for approval<\/h2>\n<div class=\"text-content\">\n<p>Send a copy of the written warning to the HR department for <strong>approval.<\/strong><\/p>\n<p class=\"style-info\">They may require you to review the document with them, in which case go through it together and verify that everything is in line with company policy.&nbsp;<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"obtain-approval-from-hr\">\n<h2>Obtain approval from HR<\/h2>\n<div class=\"text-content\">\n<p><strong>Before presenting the document to the employee<\/strong>, you must make sure that it has been approved by HR.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Written warning - Date of approval <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"present-the-document-to-the-employee\">\n<h2>Present the document to the employee<\/h2>\n<div class=\"text-content\">\n<p>Once the written warning has been approved by HR,<strong> present the document to the employee<\/strong> by having them meet you <strong>in your office or a private meeting room.&nbsp;<\/strong><\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"sign-and-date-the-document\">\n<h2>Sign and date the document<\/h2>\n<div class=\"text-content\">\n<p>Make sure <strong>both you and the employee sign and date<\/strong> the document as <strong>recognition of receipt and understanding.<\/strong><\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Written warning - Date signed <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"determine-if-further-disciplinary-action-is-necessary\">\n<h2>Determine if further disciplinary action is necessary<\/h2>\n<div class=\"text-content\">\n<p>Following the issuing of the written warning, <strong>refer to the improvement timeline<\/strong> <strong>to monitor performance<\/strong> and whether or not expectations are being met.&nbsp;<\/p>\n<p>Depending on the employee's performance, <strong>determine if further disciplinary action is necessary.<\/strong> If it is, it will be in the form of <strong>suspension.&nbsp;<\/strong><\/p>\n<\/p><\/div>\n<div class=\"select-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Is further disciplinary action necessary? <\/label><br \/>\n   <select disabled=\"disabled\" class=\"form-control\"><option value=\"An option will be selected here\">An option will be selected here<\/option><\/select>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"suspension\">\n<h2>Suspension:<\/h2>\n<\/section>\n<section id=\"consult-the-hr-department\">\n<h2>Consult the HR department<\/h2>\n<div class=\"text-content\">\n<p>Suspending an employee is obviously a <strong>very serious <\/strong>step to take in the disciplinary process.&nbsp;<\/p>\n<p>Before beginning the suspension, you must consult the HR department and work closely with them to <strong>ensure compliance with company policy.&nbsp;<\/strong><\/p>\n<p>Take the time to <strong>review all relevant information in the employee's records<\/strong> relating to job performance and details of previous disciplinary action (verbal and written warnings) that the employee failed to satisfy.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"video-content\">\n<div class=\"iframe-container\">\n   <iframe src=\"https:\/\/www.youtube.com\/embed\/ogrLkjuHFFE?modestbranding=1&amp;showinfo=0\" frameborder=\"0\" allowfullscreen=\"true\"> <\/iframe>\n  <\/div>\n<div class=\"description\">\n    Top tips when suspending employees\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"determine-terms-of-the-suspension\">\n<h2>Determine terms of the suspension<\/h2>\n<div class=\"text-content\">\n<p>There are a couple&nbsp;<strong>critical aspects of a suspension<\/strong> that need to be determined before asking the employee to leave the office. State them below.&nbsp;<\/p>\n<\/p><\/div>\n<div class=\"select-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Will the suspension be paid or unpaid? <\/label><br \/>\n   <select disabled=\"disabled\" class=\"form-control\"><option value=\"An option will be selected here\">An option will be selected here<\/option><\/select>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> How many days is the suspension? <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled=\"disabled\" class=\"form-control\" \/>\n  <\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Suspension start date <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"assign-the-employee-to-develop-an-improvement-plan\">\n<h2>Assign the employee to develop an improvement plan<\/h2>\n<div class=\"text-content\">\n<p>As part of the suspension, the employee should be expected to create their own<a href=\"https:\/\/www.themuse.com\/advice\/every-question-about-being-on-performance-improvement-plan\" rel=\"nofollow noopener\" target=\"_blank\">&nbsp;performance improvement plan (PIP).<\/a><\/p>\n<p>While a PIP is generally a <strong>coaching mechanism created and discussed together<\/strong> with the employee, it will, in this case, be up to the employee to create the document alone during their&nbsp;suspension.<\/p>\n<p>This will be an excellent indicator of <strong>how committed they are to improving their performance<\/strong>&nbsp;as it is effectively their last chance to avoid termination.<\/p>\n<p><strong>The PIP should include:<\/strong><\/p>\n<ul>\n<li>The exact performance that they need to improve (with examples)&nbsp;<\/li>\n<li>How they will meet expectations stated in the written warning<\/li>\n<li>What results they expect to see in the next 4 weeks<\/li>\n<li>Dates to review progress<\/li>\n<\/ul>\n<p class=\"style-warning\">Although the employee should be expected to create the improvement plan on their own, you may want to <strong>help map out a few milestones<\/strong> that the employee is expected to achieve.<\/p>\n<p class=\"style-info\">If the employee <strong>fails or refuses<\/strong> to create an improvement plan, take steps to terminate employment.&nbsp;<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"ask-the-employee-to-leave-the-office\">\n<h2>Ask the employee to leave the office<\/h2>\n<div class=\"text-content\">\n<p>Now that the terms of the suspension have been clarified and the employee in question has been assigned to create a performance improvement plan, ask them to <strong>leave the office<\/strong> and <strong>begin their suspension period.&nbsp;<\/strong><\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"review-the-improvement-plan-upon-return\">\n<h2>Review the improvement plan upon return<\/h2>\n<div class=\"text-content\">\n<p>Once the employee has returned to the office, <strong>review the improvement plan<\/strong> and <strong>monitor their progress over the next few weeks<\/strong>&nbsp;to determine whether or not&nbsp;they will be terminated<strong>.<\/strong><\/p>\n<p><strong><\/strong><\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"determine-if-termination-is-necessary\">\n<h2>Determine if termination is necessary<\/h2>\n<div class=\"select-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Will the employee be terminated? <\/label><br \/>\n   <select disabled=\"disabled\" class=\"form-control\"><option value=\"An option will be selected here\">An option will be selected here<\/option><\/select>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"termination\">\n<h2>Termination:<\/h2>\n<\/section>\n<section id=\"schedule-a-meeting-2\">\n<h2>Schedule a meeting<\/h2>\n<div class=\"text-content\">\n<p>Use the <strong>email template<\/strong> below to schedule a meeting.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"go-over-all-documentation\">\n<h2>Go over all documentation<\/h2>\n<div class=\"text-content\">\n<p>Gather all the documentation from <strong>previous disciplinary measures<\/strong> leading up to the termination.&nbsp;<\/p>\n<p>Discuss with the employee how they have been given <strong>plenty of chances<\/strong> to correct their behavior or improve their performance but have <strong>failed to do so.&nbsp;<\/strong><strong><\/strong><\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Verbal warning\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Written warning\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Suspension\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       4\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Performance improvement plan\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       5\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Other relevant documentation (e.g. formal employee complaints)\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<\/section>\n<section id=\"discuss-attempts-to-make-change\">\n<h2>Discuss attempts to make change<\/h2>\n<div class=\"text-content\">\n<p>The employee may feel as though they have done <strong>everything they can<\/strong> to satisfy your expectations and avoid termination.<\/p>\n<p>Discuss with them <strong>how and why these attempts were not enough<\/strong> and failed to meet the company's expectations. Use all of the disciplinary<strong> documentation to support your statements.&nbsp;<\/strong><\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"complete-the-termination-checklist\">\n<h2>Complete the termination checklist<\/h2>\n<div class=\"text-content\">\n<p class=\"style-info\">Move on to the <a href=\"https:\/\/www.process.st\/templates\/employment-termination-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Employment Termination Checklist<\/a> to continue to process.&nbsp;<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"sources\">\n<h2>Sources:<\/h2>\n<div class=\"text-content\">\n<ul>\n<li><span><a href=\"https:\/\/www.brighthr.com\/brightbase\/topic\/employee-conduct\/discipline\" rel=\"nofollow noopener\" target=\"_blank\">BrightHR - What is Discipline in the Workplace?<\/a><\/span><\/li>\n<li><span><a href=\"https:\/\/smallbusiness.chron.com\/employee-discipline-1897.html\" rel=\"nofollow noopener\" target=\"_blank\">Sherrie Scott - About Employee Discipline&nbsp;<\/a><\/span><\/li>\n<li><span><a href=\"https:\/\/www.thebalancecareers.com\/what-progressive-discipline-1918092\" rel=\"nofollow noopener\" target=\"_blank\">Susan Heathfield - Learn What Progressive Discipline Is in the Workplace<\/a><\/span><\/li>\n<li><span><a href=\"https:\/\/fitsmallbusiness.com\/employee-discipline-tips\/\" rel=\"nofollow noopener\" target=\"_blank\">Anna Dizon - Top 20 Employee Discipline Tips From the Pros<\/a><\/span><\/li>\n<li><span><a href=\"https:\/\/study.com\/academy\/lesson\/employee-discipline-in-the-workplace-procedures-principle-quiz.html\" rel=\"nofollow noopener\" target=\"_blank\">Study.com - Employee Discipline in the Workplace: Procedures &amp; Principle<\/a><\/span><\/li>\n<li><span><a href=\"http:\/\/veterinarybusinessadvisors.com\/employee-discipline-6-key-steps-to-the-process\/\" rel=\"nofollow noopener\" target=\"_blank\">Veterinary Business Advisors - Employee Discipline: 6 Key Steps to the Process&nbsp;<\/a><\/span><\/li>\n<li><span><a href=\"https:\/\/www.hrpayrollsystems.net\/5-steps-for-effectively-disciplining-employees\/\" rel=\"nofollow noopener\" target=\"_blank\">Dave Rietsema - 5 Steps for Effectively Disciplining Employees<\/a><\/span><\/li>\n<li><span><a href=\"https:\/\/www.lucidchart.com\/blog\/steps-to-discipline-an-employee\" rel=\"nofollow noopener\" target=\"_blank\">Lucidchart - 4 Steps to Discipline an Employee<\/a><\/span><\/li>\n<li><span><a href=\"https:\/\/fitsmallbusiness.com\/progressive-discipline-policy\/\" rel=\"nofollow noopener\" target=\"_blank\">Christy Hopkins - Progressive Discipline Policy Sample &amp; How-To Guide<\/a><\/span><\/li>\n<li><span><a href=\"https:\/\/www.thebalancecareers.com\/what-progressive-discipline-1918092\" rel=\"nofollow noopener\" target=\"_blank\">Susan Heathfield - Learn What Progressive Discipline Is in the Workplace<\/a><\/span><\/li>\n<li><span><a href=\"https:\/\/wheniwork.com\/blog\/employee-discipline\/\" rel=\"nofollow noopener\" target=\"_blank\">Rob Wormley - The Quick Guide to Employee Discipline: What Every Manager Needs to Know<\/a><\/span><\/li>\n<\/ul><\/div>\n<\/section>\n<section id=\"related-checklists\">\n<h2>Related checklists:<\/h2>\n<div class=\"text-content\">\n<ul>\n<li><a href=\"https:\/\/www.process.st\/templates\/employment-termination-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><span>Employment Termination Checklist<\/span><\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/performance-review-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><span>Performance Review Checklist<\/span><span><\/span><\/a><\/li>\n<li><span><\/span><a href=\"https:\/\/www.process.st\/templates\/records-disposal-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><span>Records Disposal Checklist<\/span><\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/office-safety-inspection-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><span>Office Safety Inspection Checklist<\/span><\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/office-risk-assessment-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><span>Office Risk Assessment Checklist<\/span><\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/office-conflict-resolution-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><span>Office Conflict Resolution Checklist<\/span><\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/budget-preparation-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><span>Budget Preparation Checklist<\/span><\/a><\/li>\n<\/ul><\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Introduction: Employee discipline should not be seen as a form of punishment, but as an opportunity for growth and development. If approached with the right mindset and executed correctly, it can be an effective training method that helps improve performance while establishing a safe and honest working environment for all employees. This checklist will guide [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":14665,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"ep_exclude_from_search":false,"cover_icon_emoji":"","cover_icon_url":"","tasks_count":"41","template_description":"Run this checklist to take an employee through a disciplinary process","template_id":"vVzz8XVR8Ii5PgEuYN1Orw","task_0":"Introduction:","task_slug_0":"introduction","task_1":"Preparation:","task_slug_1":"preparation","task_2":"Record employee details","task_slug_2":"record-employee-details","task_3":"Identify the type of problem","task_slug_3":"identify-the-type-of-problem","task_4":"Gather employee records and other relevant information","task_slug_4":"gather-employee-records-and-other-relevant-information","task_5":"Consider additional training","task_slug_5":"consider-additional-training","task_6":"Verbal 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