Employee Discipline Policy

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					This Employee Discipline Policy outlines the procedure for an organization to follow in
the event that employee discipline is necessary. The document sets forth steps that an
organization should take to discipline an employee, including notification procedures
and even firing an employee. Businesses or other organizations should use this form to
provide employees with a set of clear expectations and to create a policy and procedure
to formally address employee discipline. This form can be modified to fit the policy
needs of any employer.
Employee Discipline Policy

     [Company Name]

   [Company Address Line 1]

   [Company Address Line 2]

   Effective [Date Effective]
Table of Contents
Purpose: ........................................................................................................................................................ 2
Statement of Policy: ...................................................................................................................................... 2
Disciplinary Actions and Procedures: ........................................................................................................... 2
Written Reprimand........................................................................................................................................ 3
Suspension (with or without pay) ................................................................................................................. 3
Demotion—Loss of Duty .............................................................................................................................. 3
Termination ................................................................................................................................................... 4




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DISCIPLINE

Article 1


Purpose

To define the expectations of [Company] employees, reduce the likelihood of conflict, sustain
performance of employees, and to provide consistency in disciplinary situations, [Company] has
adopted a progressive discipline policy. Although this policy is progressive by design,
immediate supervisors in conjunction with [Company Executive Board] may repeat, modify, or
omit a level of discipline based upon the facts of the specific case.


Article 2


Statement of Policy

As an integral member of the [Company] team, employees are expected to accept certain
responsibilities and adhere to acceptable business practices. This demands that in public life,
employees refrain from any behavior that is in violation of [Company] personnel policies and
employee manual, that may be harmful or offensive to employee, its co-workers, or [Company],
or that might be viewed as unfavorable by the public at large.

Failure of an employee of [Company] to comply with [Company] the provisions set forth in the
personnel policies and employee manual or conduct by an employee which is injurious to
[Company]’s interests shall result in disciplinary actions that may include written reprimands,
suspension with or without pay, demotion, and/or termination of employment.


Article 3


Disciplinary Actions and Procedures:

Depending on the type and severity of the infraction, [Company] may apply any of the
disciplinary actions enumerated below. Immediate supervisors in conjunction with [Company
Executive Board] may repeat, modify, or omit a level of discipline based upon the facts of the
specific case. Disciplinary procedures will be administered consistently, and in a manner that is
intended to be corrective. However, nothing in this policy shall be construed to restrict
[Company]’s ability to immediately terminate an employee for grossly inappropriate behavior.



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Written Reprimand

Employee’s immediate supervisor together with the [Company Executive Board] will document
the problem in a letter to the employee. The immediate supervisor and [Company Executive
Board] will meet with the employee, present the letter, and explain the problem. During the
meeting, the immediate supervisor and [Company Executive Board] will clarify the necessary
corrective action, the time period to conform or comply with the corrective action, and the
consequences should the employee not satisfactorily complete the necessary action. The letter to
the employee will clarify that the employee is receiving a written reprimand as a disciplinary
procedure. A copy of the letter must be signed by the employee attesting that employee
participated in the meeting, understood the problem and the corrective action required, and
received the written reprimand.

Suspension (with or without pay)

Employee’s immediate supervisor together with [Company Executive Board] will document the
problem in a letter to the employee and indicate whether the employee is being suspended with
or without pay. The immediate supervisor and [Company Executive Board] will meet with the
employee, present the letter, and explain the problem. During the meeting, the immediate
supervisor and [Company Executive Board] will clarify the necessary corrective action, the time
period to conform or comply with the corrective action, and the consequences should the
employee not satisfactorily complete the necessary action. The letter to the employee will clarify
the effective dates of the suspension (with or without pay) as well as the work schedule and the
date on which the employee is to return to work. A copy of the letter must be signed by the
employee attesting that employee participated in the meeting, understood the problem and the
corrective action required, and that the form of discipline was suspension (with or without pay).
The immediate supervisor and [Company Executive Board] will determine whether the
suspension shall be with or without pay.

Demotion—Loss of Duty

Employee’s immediate supervisor together with the [Company Executive Board] will document
the problem in a letter to the employee and indicate the specific conditions of the demotion,
including modified job duties and compensation, as warranted. The immediate supervisor and
[Company Executive Board] will meet with the employee, present the letter, and explain the
problem. During the meeting, the immediate supervisor and [Company Executive Board] will
clarify the necessary corrective action, the time period to conform or comply with the corrective
action, and the consequences should the employee not satisfactorily complete the necessary
action. The immediate supervisor and [Company Executive Board] will determine if the
demotion is a temporary disciplinary measure or a permanent job modification; the employee’s
job description will be updated to reflect such. A copy of the letter must be signed by the



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employee attesting that employee participated in the meeting, understood the problem and the
corrective action required, and that the form of discipline was a temporary or permanent
demotion and loss of job duties/responsibilities. If the employee’s job description was updated,
the employee must sign the updated job description to reflect that the employee has had the
modified duties communicated to the employee.

Termination

If the appropriate disciplinary action is termination, a letter to the employee will document the
problem and summarize the results of the investigation and due process hearing. The letter will
detail the effective cause and date of discharge. The letter shall also include a copy of
[Company]’s grievance procedure policies advising the employee of his or her right to use such
procedures and to have the termination reviewed by the [Company Executive Board].




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DOCUMENT INFO
Description: This Employee Discipline Policy outlines the procedure for an organization to follow in the event that employee discipline is necessary. The document sets forth steps that an organization should take to discipline an employee, including notification procedures and even firing an employee. Businesses or other organizations should use this form to provide employees with a set of clear expectations and to create a policy and procedure to formally address employee discipline. This form can be modified to fit the policy needs of any employer.
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This document is also part of a package Human Resources: Termination & Disciplinary Action 19 Documents Included