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How to Discipline Employees
- Evaluate situation. Employers must ensure that the reason for disciplining is not discriminatory, retaliatory, or inconsistent with company policy.
- Prepare document. A form is often completed by the management to document the disciplinary action and avoid misunderstandings.
- Discuss decision. Employers will typically meet with the employee to go over the reasoning behind the disciplinary measure.
Employees with Mental Health Issues
When disciplining employees with mental health issues (such as PTSD or depression), statutes regarding disabilities in the workplace can apply, provided the condition “substantially limits” activities.[1]
Thus, disciplinary action may be taken if the misconduct or performance issue would have occurred even with reasonable accommodation of the employee’s condition.
Sample
Employee Name: [EMPLOYEE NAME] Employee Department: [EMPLOYEE DEPARTMENT]
Employee Title: [EMPLOYEE TITLE] Employee ID #: [EMPLOYEE ID #]
This disciplinary action form is being issued due to the following violation:
☐ Tardiness
☐ Harassment
☐ Performance
☐ Theft/Damage
☐ Conduct
☐ Other: [OTHER]
When did the violation happen? [VIOLATION DATE]
Where did the violation happen? [VIOLATION LOCATION]
If there have been previous warnings for this violation, enter them here:
1st warning date: [MM/DD/YYYY] Written ☐ Verbal ☐
2nd warning date: [MM/DD/YYYY] Written ☐ Verbal ☐
3rd warning date: [MM/DD/YYYY] Written ☐ Verbal ☐
Employer Statement: [EMPLOYER STATEMENT]
Employee Statement: [EMPLOYEE STATEMENT]
The following disciplinary action will be taken: [DISCIPLINARY ACTION]
Employee Signature: Date: ______________
Print Name: [EMPLOYEE NAME]
Company Signature: Date: ______________
Print Name: [REPRESENTATIVE NAME] Title: [REPRESENTATIVE TITLE]
Witness Signature: Date: ______________
(If employee refuses to sign) Print Name: [WITNESS NAME]