A formal employee write-up will go in their employee record, which hopefully won’t need to be referenced in the future. It’s important to keep your cool in any employee disciplinary situation, but even more so when it comes to written documentation. You may be ready to let employees know just how badly they’ve screwed up. You’ve likely already gone through a verbal disciplinary process and maybe given feedback several times, in multiple ways. You need to be able to document things objectively (which we’ll get into next), and that can be hard when you’re emotionally involved. Don’t work on an employee write-up when you’re already angry or stressed about the situation. It may be odd to start out with a “don’t”, but this step is by far the most important. Follow these eight easy steps to make sure you get it right and define your write-up format. A written warning creates a paper trail and provides employees with a formal structure for getting things back on track. By this point, you’ve likely put in a lot of time and effort to help them change, with little or no improvement.Įscalating things “officially” may feel intimidating, but it’s also an opportunity. Often, written warnings are a sign that early disciplinary processes have come and gone, and that an employee is headed down a route for termination. Writing up an employee at work isn’t something anyone looks forward to-or anyone’s first choice. Following up after the write-up is crucial to assess the effectiveness of the corrective action.Setting expectations for improvement and communicating them clearly can guide the employee towards better performance.Referencing company policies to support the disciplinary action can prevent allegations of personal bias.Documenting the problem with clear, factual examples is essential to justify the write-up.The write-up process must begin from a place of calm and objectivity, not anger.Aimed at ensuring objectivity, this article provides a step-by-step approach to ensure you handle disciplinary issues professionally and create a structure for improvement. Anyone who faced write-ups due to prejudice or discriminatory actions and then got fired due to these write-ups may potentially have a wrongful termination case on their hands.In this article, you’ll navigate through a detailed guide on how to effectively write up an employee at work. However, employers still cannot discriminate against employees for reasons such as religious affiliation, race, sex and national origin. If this happens, the employer must document that you made a rebuttal.Įmployers still have a lot of room to fire employees for just about any reason, due to the at-will state of employment in America. In many cases, it is possible to write a rebuttal in response to a write-up, too. It merely signifies that the employee read it. This does not indicate that the employee agrees with the content of the write-up. In other cases, the write-up simply requires a signature stating that the employee actually read the write-up. Some write-ups request a signature if the employee agrees with the content of the write-up. The first step to take is to read the write-up thoroughly. In most cases, it is possible for an employer to fire an employee just for the sole reason of refusing to sign a write-up. Reading your write-upĬhron takes a look at what employers can do if an employee refuses to sign a write-up. Write-ups can have a negative impact on a worker’s behavior, unfortunately.īecause of this, some employees may wonder if they legally have to sign a write-up. Write-ups exist as an important documentation tool for employers to use to catalog an employee’s bad behavior.
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