Suggested Guidelines for Personnel Disciplinary Policy

You must have your legal counsel approve of all personnel disciplinary policies. Below is a sample guideline but you must have your attorney approve the finished product.

Your objective for your company is to rectify any misconduct by one of your employees in an equitable and constructive manner, in order to be of benefit to all concerned.

I. Procedures:

We have developed four methods of recourse for infractions of Company “Policy and Procedures”:

1. Written Report of employee counseling.

a. The counseling report will be discussed with the employee within
48 hours after the incident occurred.
b. A copy of the report will be given to the employee and the original
will become part of the employee’s “Personnel Record.”

2. Written Reprimand.

a. An explanation of the incident, the employee’s response, and the
action to be taken will be documented on a “Disciplinary Action”
form.
b. A copy of the reprimand will be given to the employee and the original
will become part of the employee’s “Personnel Record.”

3. Suspension.

a. An explanation of the incident, the employee’s response, and the
action to be taken will be documented on a “Disciplinary Action”
form.
b. Suspension will be for a specific number of days without “PAY”
and the accrual of company benefits.
c. After the completion of the “Suspension Period” the employee will
be reviewed at 30, 60, and 90 days.
d. A copy of the suspension will be given to the employee and the
original will become part of the employee’s “Personnel Record.”

4. Discharge.

a. An explanation of the incident that was the cause for “Employee
Discharge” will be documented on an “Involuntary Termination
Report”.
b. Recommendation of “Discharge” of an employee will be determined
by the Safety Manager in consultation with the Personnel Manager.
c. The “Operations Manager” will be responsible for completing all
“Discharge” proceedings.
d. The employee will meet with the Personnel Manager, to review the
“Discharge Action” and to complete the termination interview procedures.

(this is continued in our next article)

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