101 Sample Write-Ups for Documenting Employee Performance Problems: A Guide to Progressive Discipline & Termination, 3rd Edition
- 6h 13m
- Paul Falcone
- AMACOM
- 2017
Managers may dread dealing with performance problems, but this sanity-saving guide by HR expert Paul Falcone is here to help. Revised to reflect the latest developments in employment law, the third edition of 101 Sample Write-Ups for Documenting Employee Performance Problems explains the disciplinary process and provides ready-to-use documents that eliminate the stress and second-guessing about what to do and say. These expertly crafted, easily customizable write-ups address:
Absenteeism - Insubordination - Sexual harassment - Drug or alcohol abuse - Substandard work - Email and phone misuse - Teamwork issues - Managerial misconduct - Confidentiality breaches - Social media abuse - And more
With a focus on getting employees back on track, each sample document includes an incident description, a performance improvement plan, outcomes and consequences, and a section for employee rebuttal.
Whether you're addressing an initial infraction or handling termination-worthy transgressions, this trusted resource ensures every encounter remains clear, fair, and--most importantly--legal.
About the Author
Paul Falcone (www.PaulFalconeHR.com) is a human resources executive in Los Angeles and has held senior-level positions with Nickelodeon, Paramount Pictures, and City of Hope. He has extensive experience in entertainment, healthcare/biotech, and financial services, including in international, nonprofit, and union environments.
Paul is the author of a number of bestselling AMACOM and SHRM books, and four of his books have made SHRM's prestigious "Great 8" annual bestseller listings: 96 Great Interview Questions to Ask Before You Hire, 101 Sample Write-Ups for Documenting Employee Performance Problems, 101 Tough Conversations to Have with Employees, and 2600 Phrases for Effective Performance Reviews. His newest book, 75 Ways for Managers to Hire, Develop, and Keep Great Employees, focuses on leadership team alignment and key employee retention. Paul is also a long-term contributor to HR Magazine, a top-rated presenter at the SHRM national conference, and an adjunct faculty member in UCLA Extension's School of Business and Management.
In this Book
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Progressive Discipline and Its Legal Considerations
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Disciplinary Levels, Subjects, and Prior Notifications
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Incident Descriptions and Performance Improvement
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Consequences, Rebuttals, and Employee Acknowledgments
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Commonly Asked Questions and Practical Answers to Tricky Employee Relations
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About the Sample Write-Ups
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Disciplining the Probationary Employee
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Disciplining the Probationary Employee: Extending the Length of Probation
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Performance Problems That Arise Right After the New Hire's Probationary Period Ends
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Inappropriate Interviewing Questions
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Failure to Follow Departmental Policies and Procedures
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Excessive Personal Telephone Calls
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Software Piracy (Unauthorized Installation)
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Unauthorized Use of Company Equipment, Time, Materials, or Facilities
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Unauthorized Removal of Company Files
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Leaving the Work Site During a Regularly Scheduled Shift
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Working Unauthorized Overtime
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Disclosure of Confidential Information About the Company or Its Customers
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Failure to Follow Company Dress Code
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Smoking on Company Grounds
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Unauthorized Release of References to Prospective Employers
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Email Misuse (Nonwork-Related Usage)
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Off-Duty Conduct and "Moonlighting"
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Substandard Work Performance
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Substandard Customer Service
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Safety Infractions
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Lack of Sales Production
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Unwillingness to Perform Properly Assigned Work
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Recurring Negligence and Thoughtlessness
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Acts Resulting in Loss to the Employer
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Slow or Inefficient Production
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Failure to Observe Working Schedule, Including Rest and Lunch Periods
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Sleeping on the Job (Written Warning)
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Failure to Learn New Material During Training
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High Error Factor and Scrap Rate
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Falsification of Employer Records
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Lack of Communication with Supervisor
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Profane Language in the Workplace and Insubordination
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Poor Attitude
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Insubordination
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Insubordination and Substandard Work Performance
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Misconduct, Fighting, and Horseplay
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Sexual Harassment
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Creating an Intimidating Work Environment
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Veiled or Direct Threats of Violence
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Antagonistic Behavior Toward a Coworker
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Managerial Retaliation
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Intoxication During Work Hours
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Drug-Related Impairment During Work Hours
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Misuse of Power and Office
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Union Steward Abuse
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Character Assassination and Defamation
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Excessive, Unscheduled Absence: "No Fault" System
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Excessive, Unscheduled Absence
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Pattern of Excessive, Unscheduled Absence
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Excessive, Unscheduled Absence: "Excuse-Based" System
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Excessive Tardiness
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Discharge for Cause: Substandard Performance
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Employee Fails to Report to Work on First Day; Company Rescinds Its Employment Offer
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Summary Discharge: Falsification of Company Records
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Summary Discharge: Employee Time Card Fraud
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Summary Discharge: Loss of Current Weapons License
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Summary Discharge: Possession, Sale, or Being Under the Influence of Alcohol or Illegal Substances
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Summary Discharge: Failure to Pass Certification Exam
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Summary Discharge: Terminating an Employee Without Corporate Approval
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Summary Discharge: Misconduct at Company Holiday Party
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Summary Discharge: Threatening a Coworker with Bodily Harm
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Summary Discharge: Terminating the Probationary Employee
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Letter Confirming Acceptance of an Employee's Verbal Resignation
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Summary Discharge: Acceptance of Gratuities
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Summary Discharge: Insubordination (Inappropriate and Undermining Behavior)
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Secretarial Layoff: No Severance
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Director-Level Layoff, Including Severance Package, Outplacement, and Appropriate Legal Release
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Job Abandonment
