101 Sample Write-Ups for Documenting Employee Performance Problems: A Guide to Progressive Discipline and Termination, Second Edition

  • 6h 3m
  • Paul Falcone
  • AMACOM
  • 2010

There's no escaping problem employees. But with 101 prewritten disciplinary write-ups at a manager's fingertips, there is a way to escape the headaches, anxiety, and potential legal trouble of performance review or counseling sessions. Completely updated and covering the latest developments in employment law, the second edition of 101 Sample Write-Ups for Documenting Employee Performance Problems explains the disciplinary process from beginning to end and provides ready-to-use model documents in print and on disk that eliminate the stress and second-guessing about what to do and say. Expertly written, the write-ups cover every kind of problem - substandard work quality, absenteeism, insubordination, e-mail misuse, sexual harassment, drug or alcohol abuse, and more. Readers will also find new information on laying the ground work for a tidy dismissal; tying progressive discipline to annual performance reviews; formally addressing intermittent FMLA abuse; ways to avoid drafting documentation that could later be used against their company; and much more. There is perhaps no more dreaded managerial task than communicating with an employee about a disciplinary problem, but this one-of-a-kind guide helps managers handle any scenario fairly, constructively, and, most importantly legally.

About the Author

Paul Falcone is Vice President of Employee Relations at Time Warner Cable in Los Angeles and was formerly Vice President of Human Resources at Nickelodeon. He is the author of 2600 Phrases for Effective Performance Reviews, 101 Tough Conversations to Have with Employees, 96 Great Interview Questions to Ask Before You Hire, The Hiring and Firing Question and Answer Book, and Productive Performance Appraisals. Falcone is also a longtime contributor to HR Magazine and a nationally recognized speaker on hiring and performance management.

In this Book

  • Introduction
  • Progressive Discipline and its Legal Considerations
  • Disciplinary Levels, Subjects, and Prior Notifications
  • Incident Descriptions and Performance Improvement Plans
  • Consequences, Rebuttals, and Employee Acknowledgments
  • Commonly Asked Questions and Practical Answers to Tricky Employee Relations Issues
  • About the Sample Write-ups
  • Disciplining the Probationary Employee
  • Disciplining the Probationary Employee
  • Disciplining the Probationary Employee—Extending the Length of Probation
  • Performance Problems That Arise Right after the New Hire's Probationary Period Ends
  • Failure to Follow Departmental Policies and Procedures
  • Failure to Follow Departmental Policies and Procedures
  • Excessive Personal Telephone Calls
  • Software Piracy (Unauthorized Installation)
  • Unauthorized Use of Company Equipment, Time, Materials, or Facilities
  • Unauthorized Removal of Company Files
  • Inappropriate Downloading/Violation of Intellectual Property Rights
  • Leaving the Work Site during a Regularly Scheduled Shift
  • Disclosure of Confidential Information about the Company or its Customers
  • Failure to Follow Company Dress Code
  • Lack of Cleanliness and Substandard Personal Hygiene
  • Smoking on Company Grounds
  • E-Mail Misuse
  • Off-Duty Conduct and “Moonlighting”
  • Failure to Disclose a Conflict of Interest/Personal Relationship (Code of Conduct Violation)
  • Substandard Work Performance
  • Substandard Work Performance
  • Substandard Work Performance
  • Substandard Work Performance
  • Substandard Work Performance
  • Substandard Work Performance
  • Substandard Work Performance
  • Substandard Customer Service
  • Safety Infractions
  • Safety Infractions
  • Lack of Sales Production
  • Unwillingness to Perform Properly Assigned Work
  • Recurring Negligence and Thoughtlessness
  • Lack of Teamwork
  • Lack of Managerial Leadership and Lack of Trust
  • Failure to Follow Through/“Dropping the Ball”
  • Improper Cash Handling
  • Acts Resulting in Loss to the Employer
  • Slow or Inefficient Production
  • Failure to Observe Working Schedule, Including Rest and Lunch Periods
  • Sleeping on the Job
  • Failure to Learn New Material in Training
  • High Error Factor and Scrap Rate
  • Falsification of Employer Records
  • Lack of Communication with Supervisor
  • Lack of Communication with Supervisor
  • Failure to Communicate Upward
  • Profane Language in the Workplace and Insubordination
  • Poor “Attitude”
  • Insubordination and Substandard Work Performance
  • Insubordination and Substandard Work Performance
  • Misconduct, Fighting, and Horseplay
  • Sexual Harassment
  • Sexual Harassment
  • Sexual Harassment
  • Sexual Harassment
  • Finding Pornography on an Employee's Computer Hard Drive
  • Politically Incorrect Behavior in the Workplace
  • Creating an Intimidating Work Environment
  • Managerial Misconduct
  • Veiled or Direct Threats of Violence
  • Antagonistic Behavior toward a Coworker
  • Antagonistic Behavior toward a Coworker
  • Antagonistic Behavior toward a Coworker
  • Managerial Retaliation/Group Complaint about a Supervisor
  • Managerial Retaliation
  • Intoxication during Work Hours
  • Intoxication during Work Hours
  • Intoxication during Work Hours
  • Drug-Related Impairment during Work Hours
  • Character Assassination, Defamation
  • Gossip- and Rumormongering
  • Blamers and Excuse-Makers
  • Excessive, Unscheduled Absence—“No Fault” System
  • Excessive, Unscheduled Absence
  • Excessive, Unscheduled Absence
  • Pattern of Excessive, Unscheduled Absence
  • Pattern of Excessive, Unscheduled Absence
  • Excessive, Unscheduled Absence—“Excuse-Based” System
  • Excessive Tardiness
  • Excessive Tardiness
  • Excessive Tardiness
  • FMLA Abuse—Failure to Provide Appropriate Medical Documentation
  • FMLA Abuse—Failure to Follow the Terms of the Medical Certification
  • Terminating the Probationary Employee
  • Discharge for Cause—Substandard Performance
  • Discharge for Cause—Substandard Performance
  • Employee Fails to Report to Work on Her First Day; The Company Rescinds its Employment Offer
  • Summary Discharge—Falsification of Company Records
  • Summary Discharge—Time Card Fraud
  • Summary Discharge—Possession, Sale, or Being under the Influence of Alcohol or Illegal Substances
  • Summary Discharge—Failure to Pass Certification Exam
  • Summary Discharge—Misconduct at Company Holiday Party
  • Summary Discharge—Threatening a Coworker with Bodily Harm
  • Letter Confirming Acceptance of an Employee's Verbal Resignation
  • Summary Discharge—Acceptance of Gratuities
  • Summary Discharge—Insubordination
  • Secretarial Layoff—No Severance
  • Director-Level Layoff Including Severance Package, Outplacement, and Appropriate Legal Release
  • Job Abandonment
  • Job Abandonment
  • Summary Discharge—Credit Card Fraud
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