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disciplinary process and support documentation

Initial Steps

Review the employee's performance and behavior issues

Gather all relevant documentation related to the issues at hand

Schedule a meeting with the employee to discuss the concerns

Preparing for the Meeting

Notify the employee in writing about the meeting and its purpose

Provide the employee with all the relevant documentation to be discussed

Identify any witnesses or individuals who may be present during the meeting

Prepare a list of specific examples of the employee's performance or behavior issues

Conducting the Meeting

Start the meeting by stating the purpose and desired outcome

Present the documented evidence of the employee's performance or behavior issues

Allow the employee to provide their perspective and any mitigating factors

Discuss any potential consequences or disciplinary actions

Clearly communicate expectations for improvement and set measurable goals

Provide an opportunity for the employee to ask questions or seek clarification

Document the meeting, including the date, time, attendees, and main points discussed

Follow-up Actions

Provide the employee with a written summary of the meeting and any agreed-upon actions

Determine the appropriate disciplinary action based on the severity of the issues

Notify the employee of the disciplinary action in writing, including the reasons and duration

Offer support and resources to help the employee improve their performance or behavior

Schedule regular check-ins or progress meetings to monitor improvement

Monitoring and Documentation

Keep a record of all communication and actions related to the disciplinary process

Monitor the employee's progress and document any improvements or lack thereof

Provide ongoing feedback and coaching to help the employee meet the expectations

Document any additional incidents or violations that occur during the monitoring period

Continuously review and update the employee's disciplinary record as needed

Appeals and Further Actions

Inform the employee of their right to appeal the disciplinary action

Provide information on the process and timeline for the appeal

Conduct an impartial review of the appeal, involving appropriate parties if necessary

Communicate the outcome of the appeal to the employee in writing

Take any further actions as deemed necessary based on the outcome of the appeal

Note: This checklist serves as a general guide and may need to be customized to align with your organization's specific policies and procedures.

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