Checklist Progressive Discipline

{{company_name}}

{{company_address}}

Phone: {{phone}}

Email: {{email}}

Website: {{website}}

Purpose of Progressive Discipline

The purpose of progressive discipline at {{company_name}} is to provide a structured process for addressing employee performance deficiencies or misconduct. This process aims to correct undesirable behavior, improve performance, and ensure a fair and consistent approach to disciplinary actions, ultimately supporting the employee's success and maintaining a productive work environment.

Progressive Discipline Steps Checklis

**Step 1: Informal Coaching and Counseling**

- Date of Incident: {{date_of_incident}}

- Employee Name: {{employee_name}}

- Supervisor Name: {{supervisor_name}}

- Description of Issue/Concern: {{description_of_issue_informal}}

- Discussion held regarding: {{discussion_topics_informal}}

- Expectations clarified: {{expectations_clarified_informal}}

- Action Plan / Improvement Goals: {{action_plan_informal}}

- Follow-up Date: {{follow_up_date_informal}}

- Outcome of Follow-up: {{outcome_follow_up_informal}}

- Documented in employee file: {{yes_no_informal_documentation}}

**Step 2: Verbal Warning**

- Date of Warning: {{date_of_verbal_warning}}

- Employee Name: {{employee_name}}

- Supervisor Name: {{supervisor_name}}

- Specific policy violated or performance standard not met: {{policy_violated_verbal}}

- Previous informal discussions or coaching attempts: {{previous_discussions_verbal}}

- Consequences of continued issues: {{consequences_verbal}}

- Employee's Opportunity to Respond: {{employee_response_verbal}}

- Improvement Plan / Expectations: {{improvement_plan_verbal}}

- Review Date: {{review_date_verbal}}

- Documented and placed in employee file: {{yes_no_verbal_documentation}}

**Step 3: Written Warning**

- Date of Warning: {{date_of_written_warning}}

- Employee Name: {{employee_name}}

- Supervisor Name: {{supervisor_name}}

- Reference to previous verbal warning and its outcome: {{reference_to_verbal_warning_written}}

- Detailed description of current incident/performance issue: {{description_of_issue_written}}

- Specific policy violated or performance standard not met: {{policy_violated_written}}

- Expected remedial actions and timeline: {{remedial_actions_written}}

- Potential consequences of further infractions (e.g., suspension, termination): {{potential_consequences_written}}

- Employee's right to respond and presence of a witness (if applicable): {{employee_response_witness_written}}

- Signed by Employee (acknowledgement of receipt, not necessarily agreement): {{signed_by_employee_written}}

- Signed by Supervisor: {{signed_by_supervisor_written}}

- Date: {{date_signed_written}}

- Copy provided to employee: {{yes_no_copy_to_employee_written}}

- Original placed in employee file: {{yes_no_original_in_file_written}}

**Step 4: Final Written Warning / Suspension**

- Date of Warning/Suspension: {{date_of_final_warning_suspension}}

- Employee Name: {{employee_name}}

- Supervisor Name: {{supervisor_name}}

- Reference to previous written warning and its outcome: {{reference_to_written_warning_final}}

- Detailed description of current incident/performance issue: {{description_of_issue_final}}

- Duration of suspension (if applicable): {{duration_of_suspension}}

- Conditions for return to work (if applicable): {{conditions_for_return}}

- Clear statement that further recurrence will lead to termination: {{statement_of_termination_consequence}}

- Employee's right to respond and presence of a witness (if applicable): {{employee_response_witness_final}}

- Signed by Employee: {{signed_by_employee_final}}

- Signed by Supervisor: {{signed_by_supervisor_final}}

- Date: {{date_signed_final}}

- Copy provided to employee: {{yes_no_copy_to_employee_final}}

- Original placed in employee file: {{yes_no_original_in_file_final}}

**Step 5: Termination of Employment**

- Date of Termination: {{date_of_termination}}

- Employee Name: {{employee_name}}

- Supervisor Name: {{supervisor_name}}

- Reference to all previous disciplinary actions: {{reference_to_all_disciplinary_actions}}

- Final incident or failure to meet conditions: {{final_incident_or_failure}}

- Reason for termination: {{reason_for_termination}}

- Effective date of termination: {{effective_date_of_termination}}

- Details regarding final pay, benefits, and exit process: {{final_pay_benefits_exit_details}}

- Employee given opportunity to respond: {{employee_response_termination}}

- Signed by Management: {{signed_by_management_termination}}

- Date: {{date_signed_termination}}

- Copy provided to employee: {{yes_no_copy_to_employee_termination}}

- Original placed in employee file: {{yes_no_original_in_file_termination}}

Documentation and Record Keeping

Maintain accurate and detailed records of all disciplinary actions, including dates, specific incidents, discussions, warnings, and any supporting documentation. These records must be kept in the employee's confidential personnel file.

Employee Rights and Appeals

Employees have the right to understand the allegations against them, respond to concerns, and appeal disciplinary decisions in accordance with company policy. Ensure the employee is aware of the company's grievance procedure or appeal process, if applicable.

Confidentiality

All discussions and records regarding disciplinary actions must be treated with the utmost confidentiality, shared only with those who have a legitimate need to know.

Review and Acknowledgment

By signing below, the supervisor acknowledges that all steps of the progressive discipline process have been followed as outlined in this checklist, and all relevant documentation has been completed and filed.

__________________________

Supervisor Signature

{{supervisor_name}}

{{date}}

__________________________

HR Representative Signature (if applicable)

{{hr_representative_name}}

{{date}}