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Disciplinary Action Company Policy

This document outlines a company's disciplinary action policy. The policy explains the stages of disciplinary action for employee misconduct or inadequate performance, which range from verbal warnings to termination. It also specifies where in the process the disciplinary procedure begins for different types of violations, such as performance issues, minor offenses, frequent misconduct, or severe behavior. The policy aims to enforce discipline in a fair and lawful manner.

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sharan kommi
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334 views3 pages

Disciplinary Action Company Policy

This document outlines a company's disciplinary action policy. The policy explains the stages of disciplinary action for employee misconduct or inadequate performance, which range from verbal warnings to termination. It also specifies where in the process the disciplinary procedure begins for different types of violations, such as performance issues, minor offenses, frequent misconduct, or severe behavior. The policy aims to enforce discipline in a fair and lawful manner.

Uploaded by

sharan kommi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Disciplinary action company policy

This Disciplinary Action company policy template is ready to be tailored to your company’s needs
and should be considered a starting point for setting up your employment policies.

Policy brief & purpose


Our Disciplinary Action company policy explains how we address our employees' misconduct or
inadequate performance. Employees must be aware of the consequences of their actions. We use this
policy to outline our disciplinary procedure.

Scope
This policy applies to all our employees.

Policy elements
The stages that may be followed when discipline is deemed necessary include the following:

1. Verbal warning
2. Corrective Actions/Counseling
3. Official written reprimand
4. Disciplinary meeting with appropriate supervisor or manager
5. Final written warning
6. Detraction of benefits
7. Indefinite suspension or demotion
8. Termination

The nature of the offense must be explained to the employee from the beginning of the procedure. The
verbal warning may take the form of a simple oral reprimand but also a full discussion if that is
necessary.

The employee must read and sign the written reprimand and final written warning. These documents
include the time limit in which an employee must correct their conduct before we take further
discriplinary action.

The following scenarios indicate where the disciplinary procedure starts depending on the violation:

Performance issues. Disciplinary procedure starts at stage 1. It includes but is not limited to:

● Failure to meet performance objectives.


● Attendance issues.
● Failure to meet deadlines.

Misdemeanors/One-time minor offense. Disciplinary procedure starts at stage 1. It includes but is not
limited to:

Improve your hiring with Workable - get started with a product tour or a 15-day free trial.
● Rude behavior to customers or partners.
● On-the-job minor mistakes.
● Breach of dress code/open door policy etc.
● Involuntary Discrimination.

Misconduct/Frequent offender. Disciplinary procedure starts at stage 5. It includes but is not limited to:

● Lack of response to counseling and corrective actions.


● Lost temper in front of customers or partners.
● On-the-job major mistakes.
● Unwillingness to follow health and safety standards.

Severe offensive behavior/Felony. Disciplinary procedure starts at stage 6. It includes but is not
limited to:

● Corruption/ Bribery.
● Breach of employment agreement.
● Harassment/ Voluntary discrimination.
● Workplace Violence.
● Embezzlement/Fraud.
● Substance Abuse.

Managers or HR may choose to repeat stages of our disciplinary procedure as appropriate. This
decision depends on employees' reaction to our disciplinary procedure, whether they repent their
behavior and the nature of their offense.

Our disciplinary procedure begins when there is sufficient evidence to justify it. When there is suspicion
or hints of misconduct, managers or HR must investigate the matter first.

Appeals are allowed and must be filed to the next line of management as soon as possible.

HR and managers should document every stage of our disciplinary procedure (except the verbal
warning.) If appropriate, include necessary information like evidence, testimonies and employee’s
progress or improvement.

We are obliged to refrain from disciplinary actions that may constitute retaliatory behavior. A no
retaliation company policy will be effective at all times to ensure there is no misuse of our disciplinary
procedure.

We have the right to modify this policy or act in any other legal or reasonable way as each case
demands. But, we will always enforce discipline in a fair and lawful manner.

Disclaimer: This policy template is meant to provide general guidelines and should be used
as a reference. It may not take into account all relevant local, state or federal laws and is not
a legal document. Neither the author nor Workable will assume any legal liability that may
arise from the use of this policy.

Improve your hiring with Workable - get started with a product tour or a 15-day free trial.
Improve your hiring with Workable - get started with a product tour or a 15-day free trial.

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