The Disciplinary Warning Form is a critical human resources document used across United States jurisdictions to formally document employee misconduct, performance issues, or policy violations. It serves as both a corrective tool and a legal record, protecting the interests of both employer and employee. This document should be used when verbal warnings have proven insufficient or when the severity of an incident requires immediate formal documentation. The form typically includes detailed information about the incident, previous warnings, required corrective actions, and timeline for improvement. It must comply with federal employment laws including Title VII of the Civil Rights Act, ADA, and NLRA, as well as state-specific employment regulations. The document creates an audit trail for progressive discipline and can be crucial in defending against wrongful termination claims or unemployment benefit disputes.
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1. Employee Information: Basic details including employee name, ID, department, position, and supervisor
2. Incident Details: Specific description of the violation or behavior, including date, time, and location
3. Type of Violation: Classification of the infraction (e.g., attendance, performance, conduct)
4. Previous Warnings: Documentation of any prior disciplinary actions or warnings
5. Corrective Action Required: Specific steps the employee must take to address the issue
6. Timeline for Improvement: Clear deadlines for when improvements must be demonstrated
7. Consequences: Statement of potential consequences if behavior isn't corrected
8. Acknowledgment: Signatures section for employee, supervisor, and HR representative
1. Performance Improvement Plan (PIP): Detailed plan for performance-related issues, used when specific metrics and milestones need to be established
2. Union Representative Section: Required for unionized workplaces, including space for union representative signature and comments
3. Employee Response: Optional space for employee to provide written response or explanation
4. Training Requirements: Used when additional training or education is part of the corrective action
5. Accommodation Considerations: Required when the issue may be related to disability or religious accommodations
1. Incident Report: Detailed documentation of the specific incident(s) leading to the warning
2. Witness Statements: Written accounts from witnesses if applicable to the incident
3. Relevant Policy Documents: Copies of company policies that were violated
4. Performance Data: Supporting documentation for performance-related issues
5. Previous Warning Records: Copies of any previous disciplinary actions referenced in the warning
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