This process satisfies a legal requirement to terminate justifiably. It also provides the employees with fair and equal treatment to understand performance issues and be provided with an opportunity to improve over a reasonable and specified period of time.

Documented verbal warning – Where the gap in job performance is clearly explained to the employee as well as the potential outcome should performance not improve.

Formal written warning – Outlining specific performance issues that need to be addressed and the potential outcome of continued poor performance.

Final written warning or Suspension – Outlining specific performance issues again, re-iterating the severity of the situation. The employee must clearly understand that his/her job is in jeopardy.

Suspension or Termination  – Depending on the severity of the situation you may elect to suspend to allow one additional step in the process.

Documentation Components of disciplinary action:

1. Expected Performance Standards of the company
2. Current performance of the employee or company policy breached
3. Cause of gap
4. Action plan taken
5. Follow-up date to evaluate the employee.
6. Consequences Statement if the employee doesn’t improve or correct the problem
7. Employee signature to attest the employee has been meet