Disciplinary Actions
Step 4.5:
Documenting the Outcome and Planning Follow-Up.
Step Details
Explanation:
The outcome of the disciplinary hearing and any subsequent actions should be documented and added to the employee’s HR file for future reference. This ensures a complete record of the process, which may be needed for appeals or future disciplinary matters. If the disciplinary action results in a formal warning rather than dismissal, schedule a follow-up review to monitor the employee’s performance or attendance and ensure improvements are made.
Action:
Update the employee’s file with all relevant documentation, including the details of the disciplinary hearing and any decisions made. Additionally, schedule a follow-up review meeting for a set period (e.g., 3 or 6 months) to assess whether the employee has improved their attendance and adhered to company policies.
Disciplinary Actions
Step 4.5:
Documenting the Outcome and Planning Follow-Up.
Step Details
Explanation:
The outcome of the disciplinary hearing and any subsequent actions should be documented and added to the employee’s HR file for future reference. This ensures a complete record of the process, which may be needed for appeals or future disciplinary matters. If the disciplinary action results in a formal warning rather than dismissal, schedule a follow-up review to monitor the employee’s performance or attendance and ensure improvements are made.
Action:
Update the employee’s file with all relevant documentation, including the details of the disciplinary hearing and any decisions made. Additionally, schedule a follow-up review meeting for a set period (e.g., 3 or 6 months) to assess whether the employee has improved their attendance and adhered to company policies.