How To Write Up An Employee
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Let s explore each one of those sections in detail below.
How to write up an employee. Mention the employee s name and today s date. This section is necessary and must be there in the employee write up. The goal is to maintain a high level of professionalism. First it should detail what the unacceptable behavior was or the facts of the misconduct. The employee s name date.
Be prepared for the employee to challenge your assertions. Be sure to set expectations in writing so the team member knows where they go from here. Some valid reasons to write up an employee include. Attendance if you have an attendance policy and an employee who has exceeded the number of call in days allowed you should investigate the cause before writing them up. While it may seem obvious don t forget to put the employee s name and date at the top of your form.
Insubordination this is when you tell an employee to perform a valid work related duty that is part of their job and they refuse to do it. In order to deliver a write up form to an employee there are six important elements that need to be included in the employee disciplinary action form. For example if you write up an employee for frequent tardiness explain that the employee agreed in their contract to work 37 5 hours per week but they have only been working 30 hours a week because they are late every morning. When you re ready and calm start your employee write up with documentation explaining the problem with their performance. Above all else stick to the facts.
Writing up an employee for insubordination requires keeping three goals in mind. Use specific examples with times and dates. Address your write up to the employee and provide a record of their behavior up to this point. In return you should also sign the document as evidence that both parties agree on the facts stated in black and white. If there is none have it signed by the employee in acknowledgment that he or she understands what was written.
You want to make sure that when you fill it in that the name is legible and so is the date so that it is crystal clear who the form is for and when they received it. First you must detail the insubordinate conduct which the society for human resource management defines as willful refusal to obey a manager s legitimate order or disrespectful behavior toward superiors. Then state what the proper behavior should be. Stay calm unemotional and objective and politely remind the employee that disrespectful behavior won t be tolerated. Avoid discussing personal issues that the employee says are the root cause behind her unacceptable behavior suggests the littler learning group.
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