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City of Mel fort Policy Manual POLICY TITLE:Corrective Discipline ProcedurePOLICY NUMBER:1.6.28ORIGIN:ADOPTED BY COUNCIL ON:Administration/A Internal Administrative ProcedureEFFECTIVE DATE:July 1,

How to fill out corrective discipline

How to fill out corrective discipline:

1. Start by gathering all relevant information about the employee's performance issue or behavior that requires disciplinary action. This may include any documentation, reports, or witness statements.
2. Clearly identify the specific violation or misconduct that the employee has engaged in. Be specific about the behavior or performance that needs to be improved or corrected.
3. Document the date and time of the incident or incidents, as well as any witnesses or individuals involved. This will help provide a clear timeline and context for the corrective disciplinary action.
4. Outline the consequences or penalties that may be imposed as a result of the employee's actions. Be clear about what the employee can expect in terms of disciplinary measures, such as verbal warning, written warning, suspension, or termination.
5. Provide an opportunity for the employee to respond or provide their version of events. This may involve conducting an investigation or meeting with the employee to discuss the issue. Ensure that their perspective is considered and documented.
6. Create a corrective action plan that outlines the steps the employee needs to take to improve their performance or correct their behavior. This may include specific goals, timelines, or training programs that the employee needs to complete.
7. Clearly communicate the corrective action plan with the employee and ensure they understand the expectations and consequences of non-compliance. Provide them with a copy of the plan and keep a record of this communication.
8. Monitor the employee's progress and provide regular feedback and coaching throughout the correction period. Keep documentation of any discussions or meetings held regarding the employee's progress.
9. If the employee successfully completes the corrective action plan and shows improvement, consider recognizing and rewarding their efforts.
10. If the employee fails to meet the expectations outlined in the corrective action plan, continue with the appropriate disciplinary measures as outlined in your organization's policies and procedures.

Who needs corrective discipline?

1. Employees who consistently fail to meet job performance expectations.
2. Employees who engage in misconduct or violate company policies or procedures.
3. Employees who demonstrate behavior that is disruptive to the workplace or harmful to others.
4. Employees who have received prior warnings, yet continue to exhibit problematic behavior or performance issues.
5. Employees who repeatedly fail to follow instructions or adhere to established processes.
6. Employees who show a lack of accountability or responsibility for their actions.
7. Employees who consistently demonstrate a negative attitude or lack of teamwork.
8. Employees who have had a significant drop in performance or quality of work.
9. Employees who engage in discriminatory behavior or harassment.
10. Employees who consistently fail to meet attendance or punctuality requirements.

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What is corrective discipline?

Corrective discipline is a process that addresses and corrects inappropriate behavior or performance in the workplace.

Who is required to file corrective discipline?

Corrective discipline is typically filed by managers or supervisors who oversee employees.

How to fill out corrective discipline?

Corrective discipline forms can usually be filled out by documenting the details of the incident, discussing it with the employee, and obtaining their acknowledgment.

What is the purpose of corrective discipline?

The purpose of corrective discipline is to improve employee behavior or performance, maintain a positive work environment, and enforce company policies.

What information must be reported on corrective discipline?

Information such as the date of the incident, a description of the behavior or performance issue, any actions taken, and the employee's response may need to be reported on corrective discipline forms.