A Write-up form is a form that accounts for any rule violation conducted by an employee in an office. It is generally prepared by the HR department of an office and identifies the employee and provides a brief description of the violated action.
When do you Use an Employee Write-Up Form?
Employee write-ups should not be used all the time; instead, employers or managers should speak with employees about reported bad behavior or poor job performance, and if the problems persist, written warnings can begin. The employee write-up form has room for the employee to sign the document, showing that they understand why their performance is a problem and what the consequences will be if they do not change.
Some businesses issue multiple written warnings for the problem, while other companies issue one written warning before other disciplinary action occurs. Consider what would work best for you and your employees, then formalize the hierarchy of disciplinary action to include verbal and written warnings. Make sure your employees understand your procedures and how they could affect employment status in the future.
In some cases, the written warning serves as documentation of the discussion between an employer and employee, because previous verbal warnings had been unclear or miscommunicated. The employee write-up will serve as clarification for both parties and give both sides a reason to discuss the problem and how intentions have been miscommunicated.
Why should you use an Employee Write-Up Form?
Many employee write up forms are standardized with a checklist of common disciplinary or job performance problems, such as not making a daily quota of calls, taking excessive breaks, or misusing the company internet. There should also be a method of noting which warning this is, and the results of previous warnings if any. It is rare for an employee write up form to be more customized, but many HR departments or managers will keep spaces for notes or “other disciplinary problems,” in the event that something unexpected comes up or there are additional details regarding how the employee and manager worked with each other to resolve the issue. This can be useful in communicating between departments – for example, if the employee talks to human resources but not directly to their own manager, then the HR department can put notes on the disciplinary form for the employee’s direct manager to review later.
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