Wonder Dog’s Disciplinary Forms

Disciplinary Actions

Verbal warning - Give a couple times while also asking them what the problem is and why they can’t do it the wrong way. Trying to correct the root of the problem before moving forward.
If the issue continues, a meeting with manager + write up to document that the employee is aware of the issue. Give the employee time to prove that they are not making the same mistakes anymore. Ideal situation is that the issue is reduced significantly or it doesn’t happen again. If that is not the case, then move on to the next step.
Minor disciplinary action with a Performance Improvement Plan. A formal meeting with 2 member of management who will have a Performance Improvement Plan that will be explained to them during the meeting. During this meeting you will try to get them to take ownership and make a commitment to fixing the issue at hand along with them. You are also trying to figure out the why behind their behavior. Both the employee and management team must date & sign the Performance Improvement Plan. Give a copy to the employee.
Major disciplinary action. By now you have verbally warned them and wrote them up, had multiple meetings with them, and have worked on a Performance Improvement Plan. The next step is to fire the employee.

Plan of Improvement tailored by management signed by team member and manager
- Can include but not limited to reading a book about ethics or leadership and write a report, take a workplace ethics course, after hours training on whatever they need to improve with a manager, etc)
Mandatory unpaid day off - This will show the employee the severity of the issue and allows management to evaluate what will be the next steps - continue working on Plan of Improvement or fire the employee.
Note: All of these will be documented using the form below. A copy will be sent to the LT or TA. Take a screenshot of the form once it goes to their email and add it to their Dropbox employee folder. Forward them the form once it is emailed to the LT or TA and have them reply back to the email confirming they have it and they understand. (This will all be important if we ever get sued.)

Use this to document Verbal Warnings, Written Warnings and Write-Ups.