{"id":120466,"date":"2026-03-11T09:15:00","date_gmt":"2026-03-11T09:15:00","guid":{"rendered":"https:\/\/www.aihr.com\/?p=120466"},"modified":"2026-03-13T12:39:30","modified_gmt":"2026-03-13T12:39:30","slug":"disciplinary-action","status":"publish","type":"post","link":"https:\/\/www.aihr.com\/blog\/disciplinary-action\/","title":{"rendered":"Disciplinary Action at Work: An HR\u2019s Guide [+ FREE Form]"},"content":{"rendered":"\n<p>Disciplinary action is an essential tool for managing unwanted behavior in the workplace. As uncomfortable as it may be, it plays a key role in building an environment people want to work in and keeping standards consistent across teams.<\/p>\n\n\n\n<p>And it\u2019s not an edge case. A global survey by the International Labour Organization found that more than <a href=\"https:\/\/www.ilo.org\/resource\/news\/violence-and-harassment-work-has-affected-more-one-five-people\" target=\"_blank\" rel=\"noreferrer noopener\">one in five people<\/a> have experienced violence and harassment at work during their working life. The EEOC also reported <a href=\"https:\/\/www.eeoc.gov\/2024-annual-performance-report\" target=\"_blank\" rel=\"noreferrer noopener\">88,531 new discrimination charges<\/a> in a single fiscal year, which shows how often workplace issues can escalate when organizations don\u2019t handle problems fairly and consistently.<\/p>\n\n\n\n<p>In this article, we\u2019ll dive into what disciplinary action is, share practical examples, walk through the steps you can take to handle it as clearly and consistently as possible, and provide a free <a href=\"#Form\">form<\/a> and <a href=\"#Letter\">letter<\/a> to help you document the process.<\/p>\n\n\n<div class=\"lazyblock-aihr-colored-boxed-2tUwcA wp-block-lazyblock-aihr-colored-boxed\"><div class=\"gutenberg-colored-boxes-holder columns_1\">\n    <div class=\"gutenberg-colored-boxes-item\" style=\"background-color:#dfdeff\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t   <div class=\"colored-boxes-content\"><h3><strong>Key takeaways<\/strong><\/h3>\n<p><!-- wp:list {\"className\":\"yoast-ai-summarize-list\"} --><\/p>\n<ul class=\"wp-block-list yoast-ai-summarize-list\"><!-- wp:list-item -->\n<li>Disciplinary action helps manage unwanted behavior and maintain workplace standards<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>Common reasons for disciplinary action include misconduct, absenteeism, tardiness, and safety violations<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>A clear disciplinary action process involves identifying issues, investigating, and holding hearings as needed<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>Documenting disciplinary actions, including clear expectations and potential consequences, is essential<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>Creating a strong disciplinary action policy fosters consistency and fairness in addressing employee behavior.<\/li>\n<!-- \/wp:list-item --><\/ul>\n<p><!-- \/wp:list --><\/p><\/div>\n\t\t\t\t\t\t\t <\/div>\n<\/div><\/div>\n\n\n<p><em>Contents<\/em><br><a href=\"#What\">What is disciplinary action?<\/a><br><a href=\"#Examples\">Disciplinary action examples<\/a><br><a href=\"#Reasons\">Reasons for disciplinary action at work<\/a><br><a href=\"#Process\">Disciplinary action process: 7 steps<\/a><br><a href=\"#Write\">How to write a disciplinary action for an employee<\/a><br><a href=\"#Form\">Disciplinary action form template<\/a><br><a href=\"#Letter\">Disciplinary action letter template<\/a><br><a href=\"#Policy\">Disciplinary action policy: What to include<br><\/a><a href=\"#FAQ\">FAQ<\/a><\/p>\n\n\n<div class=\"gaihrpl gaihrpl-23\"><div class=\"gaihrpl-single aaihrpl-166\"><a class=\"gofollow\" data-track=\"MTY2LDIzLDYwMA==\" href=\"https:\/\/www.aihr.com\/courses\/hr-generalist-certification\/?il_id=banner&#038;il_name=hrgcp&#038;il_creative=hrgcp-value&#038;il_position=slot2\" target=\"_blank\" rel=\"nofollow\" style=\"display:block;padding-top:20px;\"><img decoding=\"async\" src=\"https:\/\/www.aihr.com\/wp-content\/plugs\/podcast-blog-ads-fade.jpg\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/HRGCP-Banner-Value.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/HRGCP-Banner-Value.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/HRGCP-Banner-Value.png 700w, https:\/\/www.aihr.com\/wp-content\/plugs\/ w\" sizes=\"(max-width: 480px) 360px, (max-width: 960px) 360px, (max-width: 1280px) 700px, 750px\" style=\"box-shadow: 0px 0px 20px 5px rgb(46 61 73 \/ 15%);display: block;margin: auto; border-radius:19px;\" class=\"small_ad\" \/><\/a>\r\n<br><\/div><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"What\">What is disciplinary action?<\/h2>\n\n\n\n<p>Disciplinary action is a corrective measure a company takes when an employee fails to meet performance expectations or behavioral requirements set by the organization&#8217;s policies, procedures, and laws. For example, an employee might receive a verbal warning from their manager or HR for being late to work.<\/p>\n\n\n\n<p>The primary goal of disciplinary action is not to punish the employee. It\u2019s to correct the employee&#8217;s behavior while documenting the issues in case the problem occurs again.&nbsp;Employee disciplinary action may involve the manager, HR, or both, depending on the organization and the severity of the issue.<\/p>\n\n\n\n<p>Depending on the organization and available resources, HR\u2019s role in workplace disciplinary action varies. In some companies, HR is only involved in more serious disciplinary actions. In other organizations, they may be involved in all disciplinary meetings. In both cases, HR is responsible for outlining a disciplinary action policy and formalizing procedures for responding to violations of the company\u2019s rules. Generally, these policies are outlined in the <a href=\"https:\/\/www.aihr.com\/blog\/employee-handbook\/\">employee handbook<\/a>.<\/p>\n\n\n\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69faa001a8082&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69faa001a8082\" class=\"wp-block-image size-large pin-image wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-1024x1024.png\" alt=\"Disciplinary action addresses unwanted behavior in the workplace.\" class=\"wp-image-331434\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-1024x1024.png 1024w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-300x300.png 300w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-150x150.png 150w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-768x768.png 768w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-400x400.png 400w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-510x510.png 510w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-200x200.png 200w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-24x24.png 24w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-48x48.png 48w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1-96x96.png 96w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-blog-1.png 1080w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Examples\">Disciplinary action examples<\/h2>\n\n\n\n<p>Employers have multiple options for disciplinary action. Usually, the goal is to correct poor performance or behavior by identifying the problems, causes, and solutions rather than punishing the worker.<\/p>\n\n\n\n<p>This requires you to have a <a href=\"https:\/\/www.aihr.com\/blog\/progressive-discipline\/\">progressive discipline policy<\/a> in place. That means the corrective steps begin with the lowest severity and only become increasingly severe if an employee fails to correct the situation after being given an opportunity to do so.<\/p>\n\n\n\n<p>Here are some examples:&nbsp;<\/p>\n\n\n<div class=\"lazyblock-aihr-table-2lk535 wp-block-lazyblock-aihr-table\"><div class=\"gutenberg-table-holder\">\n    <div class=\"gutenberg-table-inner\">\n\t    <div class=\"gutenberg-table-item\">\n             \t\t\t                                 \t\t\t\t\t\t\t\t\t\t<div class=\"gutenberg-table-item-header\" style=\"background-color:#b0e7ff\">\n\t\t\t\t\t\t\t\t\t\t\t   <div class=\"gutenberg-table-item-header-single\" style=\"width:30%\">\n\t\t\t\t\t\t\t\t\t\t\t\t\tTypes\t\t\t\t\t\t\t\t\t\t\t   <\/div>\n\t\t\t\t\t\t\t\t\t\t\t   <div class=\"gutenberg-table-item-header-single\" style=\"width:70%\">\n\t\t\t\t\t\t\t\t\t\t\t\t\tExamples\t\t\t\t\t\t\t\t\t\t\t   <\/div>\n\t\t\t\t\t\t\t\t\t   <\/div>\n\t\t\t\t\t\t\t\t     \n\t\t\t\t\t\t\t\t\t <div class=\"gutenberg-table-item-content   have-header-table\">\n                                                                                                                    <div class=\"gutenberg-table-item-content-item\" style=\"border-color:#b0e7ff\">\n                                                                                                                                                                                            <div class=\"gutenberg-table-item-content-single\" style=\"width:30%; border-color:#b0e7ff\"   header-item=\"Types\" >\n                                                                                                    <p><strong>A verbal warning<\/strong><\/p>                                                                                                <\/div>\n                                                                                                                                                                                                                                                                                        <div class=\"gutenberg-table-item-content-single\" style=\"width:70%\"   header-item=\"Examples\" >\n                                                                                                    <p>A verbal warning is a step in which a manager or supervisor talks to an employee about problems involving workplace behavior, conduct, or overall job performance. Generally, if it is the team member\u2019s first warning or the issue is minor, all you need is a one-time <a href=\"https:\/\/www.aihr.com\/hr-glossary\/verbal-reprimand\/\">verbal reprimand<\/a>.<\/p>                                                                                                <\/div>\n                                                                                                                                                                <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t                                                                     <div class=\"gutenberg-table-item-content-item\" style=\"border-color:#b0e7ff\">\n                                                                                                                                                                                            <div class=\"gutenberg-table-item-content-single\" style=\"width:30%; border-color:#b0e7ff\"   header-item=\"Types\" >\n                                                                                                    <p><strong>A written warning<\/strong><\/p>                                                                                                <\/div>\n                                                                                                                                                                                                                                                                                        <div class=\"gutenberg-table-item-content-single\" style=\"width:70%\"   header-item=\"Examples\" >\n                                                                                                    <p>This kind of warning is in the form of a written document that alerts the employee to their misconduct in the workplace. Generally, a <a href=\"https:\/\/www.aihr.com\/blog\/letter-of-reprimand\/\">letter of reprimand<\/a> will include the possible consequences if the team member does not fix their conduct.<\/p>                                                                                                <\/div>\n                                                                                                                                                                <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t                                                                     <div class=\"gutenberg-table-item-content-item\" style=\"border-color:#b0e7ff\">\n                                                                                                                                                                                            <div class=\"gutenberg-table-item-content-single\" style=\"width:30%; border-color:#b0e7ff\"   header-item=\"Types\" >\n                                                                                                    <p><strong>Loss of privileges<\/strong><\/p>                                                                                                <\/div>\n                                                                                                                                                                                                                                                                                        <div class=\"gutenberg-table-item-content-single\" style=\"width:70%\"   header-item=\"Examples\" >\n                                                                                                    <p>It is sometimes possible that poor employee behavior is related to certain privileges, for example, recklessly driving a company car, spending too much money on a business credit card, and getting too rowdy at business parties. In these cases, an organization may choose to remove the employee\u2019s access to those privileges.<\/p>                                                                                                <\/div>\n                                                                                                                                                                <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t                                                                     <div class=\"gutenberg-table-item-content-item\" style=\"border-color:#b0e7ff\">\n                                                                                                                                                                                            <div class=\"gutenberg-table-item-content-single\" style=\"width:30%; border-color:#b0e7ff\"   header-item=\"Types\" >\n                                                                                                    <p><strong>A performance improvement plan<\/strong><\/p>                                                                                                <\/div>\n                                                                                                                                                                                                                                                                                        <div class=\"gutenberg-table-item-content-single\" style=\"width:70%\"   header-item=\"Examples\" >\n                                                                                                    <p>In some instances, a <a href=\"https:\/\/www.aihr.com\/blog\/performance-improvement-plan-template\/\">performance improvement plan (PIP)<\/a> might be the first strategy for the employee, and is more common when a team member receives a poor performance review. The goal of a PIP is to outline explicit objectives the employee needs to meet to avoid transfer, demotion, or dismissal.<\/p>                                                                                                <\/div>\n                                                                                                                                                                <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t                                                                     <div class=\"gutenberg-table-item-content-item\" style=\"border-color:#b0e7ff\">\n                                                                                                                                                                                            <div class=\"gutenberg-table-item-content-single\" style=\"width:30%; border-color:#b0e7ff\"   header-item=\"Types\" >\n                                                                                                    <p><strong>Retraining<\/strong><\/p>                                                                                                <\/div>\n                                                                                                                                                                                                                                                                                        <div class=\"gutenberg-table-item-content-single\" style=\"width:70%\"   header-item=\"Examples\" >\n                                                                                                    <p>If an employee\u2019s poor performance comes from a lack of understanding of their responsibilities or they often make mistakes, they might need retraining as a form of disciplinary action. The retraining plan might include re-reading the company\u2019s procedures and policies, written tests, or online courses.<\/p>                                                                                                <\/div>\n                                                                                                                                                                <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t                                                                     <div class=\"gutenberg-table-item-content-item\" style=\"border-color:#b0e7ff\">\n                                                                                                                                                                                            <div class=\"gutenberg-table-item-content-single\" style=\"width:30%; border-color:#b0e7ff\"   header-item=\"Types\" >\n                                                                                                    <p><strong>Demotion<\/strong><\/p>                                                                                                <\/div>\n                                                                                                                                                                                                                                                                                        <div class=\"gutenberg-table-item-content-single\" style=\"width:70%\"   header-item=\"Examples\" >\n                                                                                                    <p>A demotion is the lowering of an employee\u2019s job title, role, or responsibilities within the organization. This can be a permanent reassignment, or a temporary one if performance or behavior improves. It can act as an alternative to firing an employee.<br \/><br \/>However, demotions can make an employee feel unimportant and unmotivated, which can further negatively impact their poor performance. Employers should thoroughly consider if a demotion can actually achieve their desired goals.<\/p>                                                                                                <\/div>\n                                                                                                                                                                <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t                                                                     <div class=\"gutenberg-table-item-content-item\" style=\"border-color:#b0e7ff\">\n                                                                                                                                                                                            <div class=\"gutenberg-table-item-content-single\" style=\"width:30%; border-color:#b0e7ff\"   header-item=\"Types\" >\n                                                                                                    <p><strong>Temporary pay cut<\/strong><\/p>                                                                                                <\/div>\n                                                                                                                                                                                                                                                                                        <div class=\"gutenberg-table-item-content-single\" style=\"width:70%\"   header-item=\"Examples\" >\n                                                                                                    <p>A pay cut is a reduction in an <a href=\"https:\/\/www.aihr.com\/blog\/compensation-package\/\">employee\u2019s compensation<\/a>, such as salary, benefits, or hours. It is not just limited to monetary compensation. Pay cuts are a tricky disciplinary action as they must align with federal and local laws, namely, the <a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa\" target=\"_blank\" rel=\"noreferrer noopener\">Fair Labor Standards Act (FLSA)<\/a> in the U.S.<\/p>                                                                                                <\/div>\n                                                                                                                                                                <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t                                                                     <div class=\"gutenberg-table-item-content-item\" style=\"border-color:#b0e7ff\">\n                                                                                                                                                                                            <div class=\"gutenberg-table-item-content-single\" style=\"width:30%; border-color:#b0e7ff\"   header-item=\"Types\" >\n                                                                                                    <p><strong>Suspension<\/strong><\/p>                                                                                                <\/div>\n                                                                                                                                                                                                                                                                                        <div class=\"gutenberg-table-item-content-single\" style=\"width:70%\"   header-item=\"Examples\" >\n                                                                                                    <p>A disciplinary suspension is when an organization retains a team member but asks them not to come to work or engage in any work-related activities. Unless there is a clause in the worker\u2019s contract that states your employer can suspend them without pay, the employee is usually paid during this time.<br \/><br \/>This is common in situations when someone is under <a href=\"https:\/\/www.aihr.com\/blog\/hr-investigation\/\">HR investigation<\/a>, and asked to step away from their work until the investigation is complete.<\/p>                                                                                                <\/div>\n                                                                                                                                                                <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t                                                                     <div class=\"gutenberg-table-item-content-item\" style=\"border-color:#b0e7ff\">\n                                                                                                                                                                                            <div class=\"gutenberg-table-item-content-single\" style=\"width:30%; border-color:#b0e7ff\"   header-item=\"Types\" >\n                                                                                                    <p><strong>Termination<\/strong><\/p>                                                                                                <\/div>\n                                                                                                                                                                                                                                                                                        <div class=\"gutenberg-table-item-content-single\" style=\"width:70%\"   header-item=\"Examples\" >\n                                                                                                    <p><a href=\"https:\/\/www.aihr.com\/blog\/termination-of-employment-contract\/\">Termination<\/a> is the last option if previous disciplinary actions have not achieved the desired outcome, or an employee has committed gross misconduct. Each country has different dismissal procedures and protections that must be in place before an organzation can terminate an employee.<\/p>                                                                                                <\/div>\n                                                                                                                                                                <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t \t\t                               <\/div>\n               \t\t\t   \t\t\t   \t\t<\/div>   \n\t<\/div>\n<\/div>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"Reasons\">Reasons for disciplinary action at work<\/h2>\n\n\n\n<p>While your organization has its own norms around desirable and undesirable workplace behavior, there are some examples of behaviors that are unwanted in any business:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employee misconduct<\/h3>\n\n\n\n<p>There are two kinds of <a href=\"https:\/\/www.aihr.com\/blog\/employee-misconduct\/\">employee misconduct<\/a>: general and gross. General misconduct is behavior that does not mean to harm others or the organization. This type of behavior is often treated as a <a href=\"https:\/\/www.aihr.com\/hr-glossary\/disciplinary-infraction\/\">disciplinary infraction<\/a>. Examples are not following a manager\u2019s orders or smoking in a non-smoking area. These kinds of misconduct do not require immediate termination.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/hr-glossary\/gross-misconduct\/\">Gross misconduct<\/a>, on the other hand, often results in immediate termination. These are behaviors such as theft, physical violence, or intentional property damage.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Sexual harassment<\/h3>\n\n\n\n<p>Sexual harassment in the workplace constitutes unwanted sexual behavior that causes someone to feel unsafe, frightened, offended, or humiliated. While sexual harassment is illegal in the U.S., it does not always result in the termination of the perpetrator.<\/p>\n\n\n<div class=\"gutenberg-read-next\">\n\t    <div class=\"gutenberg-read-next-container\">\n\t\t\t  \t\t\t      <a href=\"https:\/\/www.aihr.com\/blog\/anti-harassment-policy\/\">\n                        \t\t\t\t\t        <span>Read more<\/span>\n                         \n\t\t\t\t\t    <span class=\"post-link\">\n\t\t\t\t\t\t  How to Create an Anti-Harassment Policy: A Practical Guide\t\t\t            <\/span>\n\t\t\t       <\/a>\n                \n\t    <\/div>\n<\/div>\n\n\n<h3 class=\"wp-block-heading\">Discrimination<\/h3>\n\n\n\n<p>Workplace discrimination is when an employee is treated differently or less favorably because of their ethnicity, nationality, sex, sexual orientation, gender identity, or other protected characteristics. Discrimination can happen among employees or between employees and employers. A formal <a href=\"https:\/\/www.aihr.com\/blog\/non-discrimination-policy\/\">non-discrimination policy<\/a> can help fight discrimination in the workplace.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Bullying in the workplace<\/h3>\n\n\n\n<p>Workplace bullying is a targeted behavior directed at one person or a few people. It can happen between employers and employees, or among employees. Bullying can be verbal or physical, and its intention is to offend, mock, or intimidate.<\/p>\n\n\n\n<p>Some examples are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Overly harsh criticism in front of colleagues<\/li>\n\n\n\n<li>Extreme performance monitoring, or micromanagement<\/li>\n\n\n\n<li>Insults or name-calling<\/li>\n\n\n\n<li>Deliberate exclusion of specific individuals from meetings or team events.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Absenteeism issues<\/h3>\n\n\n\n<p>There are many different types of work <a href=\"https:\/\/www.aihr.com\/blog\/absenteeism\/\">absenteeism<\/a>, but simply put, it involves an employee not showing up for work when they&#8217;re supposed to. It\u2019s normal to miss work due to illness or an emergency, but absenteeism is usually unplanned and often happens without notice. It can become a substantial problem when it impacts other employees\u2019 work.<\/p>\n\n\n\n<p>Do note that while this is not always the case, absenteeism is a common sign of deeper workplace issues, such as poor management and <a href=\"https:\/\/www.aihr.com\/blog\/employee-burnout-signs\/\">employee burnout<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Tardiness<\/h3>\n\n\n\n<p>Unlike absenteeism, where the employee does not show up, tardiness is when they show up but are consistently late. Irregular lateness to work is unavoidable due to unforeseen circumstances. However, chronic tardiness can damage a team\u2019s morale and become a cause for corrective action.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Work performance<\/h3>\n\n\n\n<p>When an employee constantly fails to meet or maintain the company\u2019s work performance criteria for their job responsibilities, it can result in disciplinary action.<\/p>\n\n\n\n<p>At times, support from the team and managers can help <a href=\"https:\/\/www.aihr.com\/blog\/managing-underperforming-employees\/\">underperforming employees<\/a> improve. But in some cases, performance issues reveal more serious problems, such as disengagement or workplace unhappiness.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-insubordination\">Insubordination<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/blog\/insubordination\/\">Insubordination<\/a> is when an employee refuses to follow reasonable instructions, repeatedly ignores workplace procedures, or undermines a manager\u2019s authority in a way that disrupts work and affects team morale. It\u2019s not the same as disagreeing respectfully.<\/p>\n\n\n\n<p>It becomes a disciplinary issue when an employee repeatedly fails to comply with clear expectations or directions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-safety-violation\">Safety violation<\/h3>\n\n\n\n<p>Safety violations happen when an employee doesn\u2019t follow health and safety rules or takes actions that put themselves or others at risk.<\/p>\n\n\n\n<p>Examples include failing to use required protective equipment, bypassing safety checks, or using equipment improperly. Because safety issues can lead to injuries or liability, employers tend to escalate these cases faster than performance or attendance concerns.<\/p>\n\n\n<div class=\"lazyblock-aihr-colored-boxed-Z1VBotQ wp-block-lazyblock-aihr-colored-boxed\"><div class=\"gutenberg-colored-boxes-holder columns_1\">\n    <div class=\"gutenberg-colored-boxes-item\" style=\"background-color:#30206b\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t   <div class=\"colored-boxes-title\">Build the necessary skills to handle disciplinary action professionally<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t   <div class=\"colored-boxes-content\"><p>Learn to handle tough workplace conversations with confidence by using effective listening strategies, adapting your communication style, and managing conflict, while delivering clear, actionable feedback when needed.<\/p>\n<p>AIHR&#8217;s <a href=\"https:\/\/www.aihr.com\/courses\/hr-generalist-certification\/?il_id=ctr&amp;il_name=all-purple-emoji-box-and-link-in-article&amp;il_position=none\" target=\"_blank\" rel=\"noopener\">HR Generalist Certificate Program<\/a> teaches you practical tools to prepare for courageous conversations, apply conversation strategies in action, manage conflict, and provide feedback effectively.<\/p>\n<p><b>\ud83d\udc40 Curious if it\u2019s the right fit?<\/b><\/p>\n<p>You can preview the course lessons before enrolling, no commitment needed.<\/p>\n<div style=\"text-align: center;\">\n<div class=\"wp-block-button has-custom-font-size has-medium-font-size\"><a class=\"wp-block-button__link has-white-color has-text-color has-background has-link-color wp-element-button\" style=\"border-radius: 5px; background-color: #ffab00; padding: 15px 30px; font-size: 18px;\" href=\"https:\/\/www.aihr.com\/courses\/hr-generalist-certification\/?il_id=ctr&amp;il_name=all-purple-emoji-box-and-button-in-article&amp;il_position=none\" target=\"_blank\" rel=\"noopener\" data-darkreader-inline-bgcolor=\"\">PREVIEW COURSE LESSONS<\/a><\/div>\n<\/div><\/div>\n\t\t\t\t\t\t\t <\/div>\n<\/div><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"Process\">Disciplinary action process: 7 steps<\/h2>\n\n\n\n<p>A disciplinary action needs to follow a number of specific steps to ensure it\u2019s fair and legal. The step-by-step approach below can also help your organization follow a consistent disciplinary action procedure.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-1-identify-the-issue-nbsp\">Step 1: Identify the issue&nbsp;<\/h3>\n\n\n\n<p>The first thing you need to do is recognize and clearly define any problematic employee behavior. You can refer to the <a href=\"https:\/\/www.aihr.com\/blog\/employee-handbook\/\">employee handbook<\/a> to compare what&#8217;s acceptable and what&#8217;s not with what&#8217;s happened. Make sure to be objective and specific when identifying the issue to maintain clarity and fairness. You should:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Observe and document specific instances of problematic behavior or performance<\/li>\n\n\n\n<li>Note down details like dates, times, and what went down<\/li>\n\n\n\n<li>Focus on concrete facts rather than interpretations or feelings.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-2-investigate-the-issue-nbsp\">Step 2: Investigate the issue&nbsp;<\/h3>\n\n\n\n<p>A disciplinary action can\u2019t take place without a formal investigation. The goal of this step is to determine what happened, when, where, and why it happened, if anyone else was involved, and if anyone witnessed the incident.&nbsp;<\/p>\n\n\n\n<p>An investigation involves gathering relevant information and documentation (e.g., performance reports, emails, and other communications). You might also need to speak with witnesses to gather additional insight. Depending on the nature of the offense, it might take you a couple of days to a few weeks to investigate the matter.<\/p>\n\n\n\n<p>This is especially important in more serious cases of misconduct.<\/p>\n\n\n<div class=\"gutenberg-read-next\">\n\t    <div class=\"gutenberg-read-next-container\">\n\t\t\t  \t\t\t      <a href=\"https:\/\/www.aihr.com\/blog\/hr-investigation\/\">\n                        \t\t\t\t\t        <span>Get the details<\/span>\n                         \n\t\t\t\t\t    <span class=\"post-link\">\n\t\t\t\t\t\t  How to Conduct an HR Investigation in 7 Steps\t\t\t            <\/span>\n\t\t\t       <\/a>\n                \n\t    <\/div>\n<\/div>\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-3-have-a-disciplinary-hearing\">Step 3: Have a disciplinary hearing<\/h3>\n\n\n\n<p>Less severe instances of undesirable workplace behavior won&#8217;t require a formal disciplinary hearing. In other cases, the hearing shouldn\u2019t take place too long after you finish your investigation. However, there should be enough time for the employee to be informed and prepare for the hearing. You\u2019ll need to send an invitation to the employee, either by mail or email, with the following information:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The alleged misconduct or performance issue, and the potential outcomes<\/li>\n\n\n\n<li>The evidence you\u2019ve gathered from your investigation<\/li>\n\n\n\n<li>When and where the hearing will take place&nbsp;<\/li>\n\n\n\n<li>The employee\u2019s right to be accompanied by a colleague or a union representative&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>During the hearing, both the employee and the employer will have the opportunity to present their cases. At the end of the hearing, the employer must give the employee an estimate of when they\u2019ll learn the outcomes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-4-decide-on-and-implement-disciplinary-action-nbsp\">Step 4: Decide on and implement disciplinary action&nbsp;<\/h3>\n\n\n\n<p>After the hearing, work with the manager to decide whether any disciplinary action should be taken and what it would look like. Make sure to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Assess how serious the issue is and whether there have been any previous related incidents<\/li>\n\n\n\n<li>Refer to the company\u2019s disciplinary policies to choose an appropriate course of action<\/li>\n\n\n\n<li>Consider any mitigating circumstances.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>To implement a disciplinary action, the employer can issue a verbal or written warning or introduce a performance improvement plan (PIP). This would depend on the severity of the issue. You can refer to the previous section for a list of disciplinary action examples and their meanings.&nbsp;<\/p>\n\n\n\n<p>Make sure you clearly communicate the action and its reasons to the employee. You\u2019ll need to document the incident and the disciplinary action to protect both the employee\u2019s rights and the organization\u2019s interests.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-5-explain-the-appeal-process-nbsp\">Step 5: Explain the appeal process&nbsp;<\/h3>\n\n\n\n<p>Don\u2019t forget to inform the employee of their right to appeal any disciplinary decision. You should clearly explain the process they need to follow, including whom they should contact, the deadline for submitting an appeal, and the steps involved in the review. This allows you and the organization to maintain transparency and fairness, and assures the employee they have a chance to be heard.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-6-monitor-and-follow-up-nbsp\">Step 6: Monitor and follow up&nbsp;<\/h3>\n\n\n\n<p>After enforcing disciplinary action, actively monitor the employee\u2019s progress. You can schedule regular follow-up meetings to discuss their performance or behavior, give them feedback, and make adjustments to the PIP as needed. This ensures the employee can smoothly reintegrate into their role and improve their performance or correct their behavior.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-7-escalate-when-needed-nbsp\">Step 7: Escalate when needed&nbsp;<\/h3>\n\n\n\n<p>If the problematic behavior or performance doesn\u2019t improve after discipline, you may need to escalate the matter. This involves more severe disciplinary actions (e.g., additional warnings, suspension, or even termination). These are harsh actions, so make sure they&#8217;re justified, carried out in line with company policies, and well documented to avoid potential legal issues.<\/p>\n\n\n\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69faa001aab2f&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69faa001aab2f\" class=\"wp-block-image size-large pin-image wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-1024x1024.png\" alt=\"Steps in the disciplinary action process.\" class=\"wp-image-222898\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-1024x1024.png 1024w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-300x300.png 300w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-150x150.png 150w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-768x768.png 768w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-400x400.png 400w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-510x510.png 510w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-200x200.png 200w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-24x24.png 24w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-48x48.png 48w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog-96x96.png 96w, https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Process-Steps-Blog.png 1080w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Write\">How to write a disciplinary action for an employee<\/h2>\n\n\n\n<p>An important part of the disciplinary process is issuing disciplinary action against an employee. Here are some tips to help you write a fair, objective, and clear disciplinary action:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Be specific<\/strong>: Describe the behavior or performance issue in detail. Include information such as dates, times, the context of the incidents, and any parties involved. For example, if the employee has been repeatedly late, list the dates and times of these incidents.<\/li>\n\n\n\n<li><strong>Describe the impact:<\/strong> Explain the broader implications of the employee\u2019s behavior or performance on the team, department, or the company as a whole. For example, you can explain how their consistent tardiness has disrupted team workflows, delayed projects, and lowered team morale.&nbsp;<\/li>\n\n\n\n<li><strong>Refer to past actions:<\/strong> Provide details of any prior disciplinary actions related to the current issues. This shows the employee was previously aware of the issue and had opportunities to correct their behavior.&nbsp;<\/li>\n\n\n\n<li><strong>Clarify expectations and actions<\/strong><span style=\"box-sizing: border-box; margin: 0px; padding: 0px;\"><strong>:<\/strong>&nbsp;Clearly outline the expected behavior or performance from the employee going forward, and detail the&nbsp;<\/span>specific actions they must take to improve. For example, if they need to improve their performance, work with their manager to set clear, achievable goals and offer them additional training, mentoring, or more frequent feedback sessions. This helps the company set clear standards and shows commitment to the employee\u2019s development.&nbsp;<\/li>\n\n\n\n<li><strong>Outline possible outcomes<\/strong>: If the employee doesn\u2019t improve, clearly state the potential consequences, including further disciplinary actions up to and including termination. It\u2019s crucial that they understand the seriousness of the situation and its potential impact on their employment status. This helps manage expectations and highlights the importance of following company standards.<\/li>\n<\/ul>\n\n\n\n<p>There are two ways you can approach issuing a disciplinary action. You can send a disciplinary action form, which is a streamlined way to address disciplinary issues. You can also opt for a disciplinary action letter. If choosing the latter, be sure to document the letter to protect your company against legal risks in cases of termination.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Form\">Disciplinary action form template<\/h2>\n\n\n\n<p>A disciplinary action form template provides a consistent and fair way to handle employee misconduct while clearly recording and documenting the incidents and actions taken. We\u2019ve created the template in both Word and PDF, and you can download them together as one template collection.<\/p>\n\n\n<div class=\"wp-block-image pin-image\">\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69faa001ab172&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69faa001ab172\" class=\"aligncenter size-full is-resized wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"649\" height=\"794\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-form-template.png\" alt=\"Preview of the disciplinary action form template in Word.\" class=\"wp-image-331408\" style=\"width:700px;height:auto\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-form-template.png 649w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-form-template-245x300.png 245w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-form-template-510x624.png 510w\" sizes=\"auto, (max-width: 649px) 100vw, 649px\" \/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n<\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-background has-medium-font-size has-custom-font-size wp-element-button\" href=\"https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Form.docx?il_id=in-article&amp;il_name=disciplinary-action-form&amp;il_position=none\" style=\"border-radius:5px;background-color:#30206b\">DOWNLOAD FREE FORM<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Letter\">Disciplinary action letter template<\/h2>\n\n\n\n<p>Using a disciplinary action letter ensures clear and formal communication of the issues, expectations, and consequences to the employee, reinforcing the seriousness of the matter. It also provides documented evidence of the steps taken and the employee&#8217;s awareness of the situation. This helps with legal compliance and provides a future reference point.<\/p>\n\n\n\n<p>If you\u2019re not sure how to write this letter, here\u2019s a template that you can use:<\/p>\n\n\n<div class=\"lazyblock-aihr-expand-box-1vWsFN wp-block-lazyblock-aihr-expand-box\"><style>\n.gutenberg-expand-box-title,\n.gutenberg-expand-box-upper ul li,\n.gutenberg-expand-box-expand ul li,\n.content-body .gutenberg-expand-box-upper ul li::marker,\n.content-body .gutenberg-expand-box-expand ul li::marker,\n.content-body .gutenberg-expand-box-upper p,\n.content-body .gutenberg-expand-box-expand p \n{\n   color:#131313;\n}\n\n.expand-button{\n   border-color:#131313;\n   color:#131313;\n}\n\n\n<\/style>\n<div class=\"gutenberg-expand-box-holder\" style=\"background-color:#e9faff\">\n\t    <div class=\"gutenberg-expand-box-inner\">\n             \n             <div class=\"gutenberg-expand-box-content\">\n                                            <div class=\"gutenberg-expand-box-upper\"><p>[Company Name]<br \/>[Company Address]<br \/>Date: [Insert Date]<\/p>\n<p>To: [Employee Name]<br \/>Employee ID: [Employee ID]<br \/>Position: [Employee Position]<br \/>Department: [Employee Department]<\/p>\n<p><strong>Subject: Disciplinary Action for [Brief Description of Issue]<\/strong><\/p>\n<p>Dear [Employee Name],<\/p>\n<p>This is an official disciplinary action letter is to address a specific performance\/behavior issue that has been observed in your role as [Employee Position]. This document serves as a formal written warning regarding the issue described below.<\/p>\n<p>On [date(s)], it was observed that you [describe the specific behavior or performance issue, including details and incidents]. This behavior\/performance issue has negatively impacted [describe the impact on team\/department\/company].<\/p>\n<p>We have previously discussed this issue on [date(s) of previous discussions or warnings]. Despite these discussions, the issue has not been resolved.<\/p><\/div>\n                      \n                                             <div class=\"gutenberg-expand-box-expand\" style=\"display:none;\"><p>During our discussion on [date], you explained that [summarize the employee\u2019s response or explanation].<\/p>\n<p>Moving forward, you are expected to [clearly outline the expected behavior or performance]. Specifically, you must [detail specific actions needed for improvement].<\/p>\n<p>To support your improvement, the company will provide [mention any support, training, or resources].<\/p>\n<p>Please be aware that if this issue is not resolved, further disciplinary actions will be taken, [describe potential consequences, up to and including termination].\u00a0<\/p>\n<p>Your progress will be reviewed on [date] during a follow-up meeting. We will monitor your performance and provide feedback regularly.<\/p>\n<p>By signing below, you acknowledge receipt of this disciplinary action and understand its contents.<\/p>\n<p>Employee Signature: ________________________ Date: __________<\/p>\n<p>Manager\/Supervisor\/HR Representative Signature: ________________________ Date: __________<\/p>\n<p>&nbsp;<\/p>\n<p>If you have any questions, need further clarification, or wish to appeal against this reprimand, please do not hesitate to contact me within [state period of time].\u00a0<\/p>\n<p>&nbsp;<\/p>\n<p>Sincerely,\u00a0<\/p>\n<p>[Manager\/Supervisor\/HR Representative Name]<br \/>[Manager\/Supervisor\/HR Representative Job Title]<\/p><\/div>\n                      \n             <\/div>\n             <div class=\"expand-button-holder\"><span class=\"expand-button\" style=\"background-color:#e9faff\"><span>SEE MORE<\/span><i class=\"fa-solid fa-chevron-down\"><\/i><\/span>\n            <\/div>\n\t    <\/div>\n<\/div><\/div>\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"649\" height=\"794\" src=\"https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-letter-template.png\" alt=\"Preview of the disciplinary action letter template in Word.\" class=\"wp-image-331432\" style=\"width:667px;height:auto\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-letter-template.png 649w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-letter-template-245x300.png 245w, https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-letter-template-510x624.png 510w\" sizes=\"auto, (max-width: 649px) 100vw, 649px\" \/><\/figure>\n<\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-background has-medium-font-size has-custom-font-size wp-element-button\" href=\"https:\/\/www.aihr.com\/wp-content\/uploads\/Disciplinary-Action-Letter.docx?il_id=in-article&amp;il_name=disciplinary-action-letter&amp;il_position=none\" style=\"border-radius:5px;background-color:#30206b\">DOWNLOAD FREE LETTER<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Let&#8217;s take a look at two examples of disciplinary letters addressing specific workplace issues.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-disciplinary-action-letter-for-workplace-theft\">Disciplinary action letter for workplace theft<\/h3>\n\n\n<div class=\"lazyblock-aihr-expand-box-ZgEgiW wp-block-lazyblock-aihr-expand-box\"><style>\n.gutenberg-expand-box-title,\n.gutenberg-expand-box-upper ul li,\n.gutenberg-expand-box-expand ul li,\n.content-body .gutenberg-expand-box-upper ul li::marker,\n.content-body .gutenberg-expand-box-expand ul li::marker,\n.content-body .gutenberg-expand-box-upper p,\n.content-body .gutenberg-expand-box-expand p \n{\n   color:#131313;\n}\n\n.expand-button{\n   border-color:#131313;\n   color:#131313;\n}\n\n\n<\/style>\n<div class=\"gutenberg-expand-box-holder\" style=\"background-color:#e9faff\">\n\t    <div class=\"gutenberg-expand-box-inner\">\n             \n             <div class=\"gutenberg-expand-box-content\">\n                                            <div class=\"gutenberg-expand-box-upper\"><p><strong>Subject: Disciplinary Action for Workplace Theft<\/strong><\/p>\n<p>Dear [Employee Name],<\/p>\n<p>This is an official disciplinary action letter is to address a specific behavior issue that has been observed in your role as [Employee Position]. This document serves as a formal written warning regarding the issue of workplace theft, which constitutes as a breach of our company\u2019s trust and policies.<\/p>\n<p>On [date(s)], it was observed and confirmed by security footage that you removed items from the company\u2019s inventory without permission. These items included [list the specific items in bullet points for clarity].<\/p>\n<p>This behavior violates our internal policies and legal standards. It also has negatively impacted the trust and integrity we strive to maintain within our team and organization.<\/p>\n<p>The importance of following company policies and integrity has been communicated during your orientation on [date of orientation] and clearly outlined in the employee handbook provided to you on [date of issuance]. Despite these, your action still took place.\u00a0<\/p><\/div>\n                      \n                                             <div class=\"gutenberg-expand-box-expand\" style=\"display:none;\"><p>During our discussion on [date], you explained that [summarize the employee\u2019s response or explanation]. However, due to the severity of the issue, we need to take immediate and stringent corrective action.\u00a0<\/p>\n<p>Moving forward, you are expected to adhere strictly to all company policies and legal standards without exception. Specifically, you must not access or remove company property without express permission. To support your understanding and compliance, you are required to attend a session on workplace ethics and conduct on .\u00a0<\/p>\n<p>Please be aware that if there are further policy violations, further disciplinary actions will be taken, up to and including termination.\u00a0<\/p>\n<p>Your progress will be reviewed on [date] during a follow-up meeting, where we will discuss further concerns and review your adherence to company policies.\u00a0<\/p>\n<p>By signing below, you acknowledge receipt of this disciplinary action and understand its contents.<\/p><\/div>\n                      \n             <\/div>\n             <div class=\"expand-button-holder\"><span class=\"expand-button\" style=\"background-color:#e9faff\"><span>SEE MORE<\/span><i class=\"fa-solid fa-chevron-down\"><\/i><\/span>\n            <\/div>\n\t    <\/div>\n<\/div><\/div>\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-disciplinary-action-letter-for-not-following-instructions\">Disciplinary action letter for not following instructions<\/h3>\n\n\n<div class=\"lazyblock-aihr-expand-box-Z1YWRqE wp-block-lazyblock-aihr-expand-box\"><style>\n.gutenberg-expand-box-title,\n.gutenberg-expand-box-upper ul li,\n.gutenberg-expand-box-expand ul li,\n.content-body .gutenberg-expand-box-upper ul li::marker,\n.content-body .gutenberg-expand-box-expand ul li::marker,\n.content-body .gutenberg-expand-box-upper p,\n.content-body .gutenberg-expand-box-expand p \n{\n   color:#131313;\n}\n\n.expand-button{\n   border-color:#131313;\n   color:#131313;\n}\n\n\n<\/style>\n<div class=\"gutenberg-expand-box-holder\" style=\"background-color:#e9faff\">\n\t    <div class=\"gutenberg-expand-box-inner\">\n             \n             <div class=\"gutenberg-expand-box-content\">\n                                            <div class=\"gutenberg-expand-box-upper\"><p><strong>Subject: Disciplinary Action for\u00a0<span class=\"word\"><span class=\"changedDisabled\">N<\/span>ot<\/span>\u00a0<span class=\"word\"><span class=\"changedDisabled\">F<\/span>ollowing<\/span>\u00a0<span class=\"word\"><span class=\"changedDisabled\">I<\/span>nstructions<\/span><\/strong><\/p>\n<p>Dear [Employee Name],<\/p>\n<p>This is an official disciplinary action letter is to address a specific behavior issue that has been observed in your role as [Employee Position]. This document serves as a formal written warning regarding the repeated instances where you have not followed the instructions given to you by your manager and company leadership.\u00a0<\/p>\n<p>On [date(s)], specific instructions were given to you regarding [describe the specific task or protocol]. However, it was observed that you failed to [describe the non-compliance]. This has negatively impacted the team by [describe the impact in details].\u00a0<\/p>\n<p>We have previously discussed this issue on [date(s) of previous discussions or warnings]. Despite these discussions, you have continued to not comply with instructions provided to you.<\/p><\/div>\n                      \n                                             <div class=\"gutenberg-expand-box-expand\" style=\"display:none;\"><p>During our discussion on [date], you explained that [summarize the employee\u2019s response or explanation]. However, following given instructions is crucial to ensuring the smooth and effective functioning of our operations. As such, we deem it necessary to take disciplinary action.\u00a0<\/p>\n<p>Moving forward, you are expected to adhere strictly to all guidelines and instructions provided to you. Specifically, you must [describe specific actions required for improvement]. To support your compliance, you will be provided with additional training on [mention specific training topic]. You will also have regular check-ins to ensure you understand and can implement the guidelines.\u00a0<\/p>\n<p>Please be aware that if there is no improvement, further disciplinary actions will be taken, up to and including termination.\u00a0<\/p>\n<p>Your progress will be reviewed on [date] during a follow-up meeting. We will monitor your performance and provide feedback regularly.\u00a0<\/p>\n<p>By signing below, you acknowledge receipt of this disciplinary action and understand its contents.<\/p><\/div>\n                      \n             <\/div>\n             <div class=\"expand-button-holder\"><span class=\"expand-button\" style=\"background-color:#e9faff\"><span>SEE MORE<\/span><i class=\"fa-solid fa-chevron-down\"><\/i><\/span>\n            <\/div>\n\t    <\/div>\n<\/div><\/div>\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Policy\">Disciplinary action policy: What to include<\/h2>\n\n\n\n<p>A strong disciplinary action policy sets clear expectations, explains how decisions are made, and helps managers apply corrective action consistently. Include the following elements:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Purpose and scope<\/strong>: State why the policy exists (to correct behavior or performance issues and support a fair workplace), and whom it applies to (employees, managers, contractors, if relevant). Clarify who owns the process (manager and <a href=\"https:\/\/www.aihr.com\/blog\/hr-responsibilities\/\">HR responsibilities<\/a>).<\/li>\n\n\n\n<li><strong>Definitions and examples<\/strong>: Define what your organization considers performance issues versus misconduct. Include a few concrete examples (e.g., attendance issues, insubordination, policy violations, safety breaches, harassment), so employees understand what can trigger disciplinary action.<\/li>\n\n\n\n<li><strong>Progressive discipline steps<\/strong>: List the usual steps in order, such as coaching, verbal warning, written warning, final warning, PIP (if necessary or applicable), suspension, then termination. Note that not every situation requires you to follow every step.<\/li>\n\n\n\n<li><strong>When you may skip steps<\/strong>: Explain that serious misconduct  (e.g., gross misconduct, violence, major safety violations, harassment, theft) may lead to immediate escalation. This helps you handle high-severity cases without contradicting your own policy.<\/li>\n\n\n\n<li><strong>Investigation and fact-finding<\/strong>: Explain that HR must investigate before taking action, and what doing so typically entails (collecting information, conducting interviews, reviewing evidence, allowing the employee to respond). Mention that investigations are especially important in harassment, bullying, discrimination, and safety-related cases.<\/li>\n\n\n\n<li><span style=\"box-sizing: border-box; margin: 0px; padding: 0px;\"><strong>Documentation requirements<\/strong>: Spell out what you must document at each stage, including verbal warnings.<\/span> List the basic information a write-up should capture, like dates, an objective description of what happened, the policy or expectation involved, prior related actions, the impact, expectations moving forward, support offered, and consequences if the issue continues.<\/li>\n\n\n\n<li><strong>Employee communication and acknowledgment<\/strong>: Explain how you&#8217;ll communicate disciplinary decisions to the employee and how acknowledgment works (signature\/confirmation). Add a line on what happens if an employee refuses to sign (you document the refusal, but the process still moves forward).<\/li>\n\n\n\n<li><strong>Roles and approvals<\/strong>: Define who can issue each level of discipline, and when HR review or approval is required (often for written warnings and beyond). This is especially crucial for maintaining consistency across teams.<\/li>\n\n\n\n<li><strong>Appeals process<\/strong>: Outline whether employees can appeal, how they should do it, who reviews appeals, and expected timeframes. Keep it simple and practical.<\/li>\n\n\n\n<li><strong>Confidentiality and non-retaliation<\/strong>: State that you&#8217;ll treat disciplinary matters as confidential where possible. Also mention that <a href=\"https:\/\/www.aihr.com\/blog\/retaliation-in-the-workplace\/\">retaliation<\/a> is not allowed, especially when discipline follows a complaint or participation in an investigation.<\/li>\n\n\n\n<li><strong>Recordkeeping and retention<\/strong>: Explain where you store records (secure employee file), who can access them, and how long you keep them. You can keep this high-level if retention varies by location.<\/li>\n\n\n\n<li><strong>Policy review and updates<\/strong>: Include how often you review the policy and update examples, especially when work conditions change (hybrid\/remote work, new systems, updated conduct standards).<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\">To conclude<\/h3>\n\n\n\n<p>Taking disciplinary action is rarely easy for anyone involved. However, a clear disciplinary action policy that outlines unacceptable behaviors, explains how issues will be addressed, and defines the steps employees can take to improve makes the process much easier to manage fairly and transparently.<\/p>\n\n\n\n<p>It also helps create consistency across cases, gives managers a practical framework to follow, and helps employees better understand what is expected of them. When handled properly, disciplinary action is not only a way to address problems but also an opportunity to support accountability, improvement, and better workplace standards.<\/p>\n\n\n<div class=\"gaihrpl gaihrpl-39\"><div class=\"gaihrpl-single aaihrpl-344\"><a class=\"gofollow\" data-track=\"MzQ0LDM5LDYwMA==\" href=\"https:\/\/www.aihr.com\/hr-career-hub\/?il_id=special&#038;il_name=hr-career-hub&#038;il_creative=purple&#038;il_position=slot3\" target=\"_blank\" rel=\"nofollow\" style=\"display:block;padding-top:20px;\"><img decoding=\"async\" src=\"https:\/\/www.aihr.com\/wp-content\/plugs\/podcast-blog-ads-fade.jpg\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/HR-Career-Hub.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/HR-Career-Hub.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/HR-Career-Hub.png 700w, https:\/\/www.aihr.com\/wp-content\/plugs\/ w\" sizes=\"(max-width: 480px) 360px, (max-width: 960px) 360px, (max-width: 1280px) 700px, 750px\" style=\"box-shadow: 0px 0px 20px 5px rgb(46 61 73 \/ 15%);display: block;margin: auto; border-radius:19px;\" class=\"small_ad\" \/><\/a>\r\n<br><\/div><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"FAQ\">FAQ<\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1772094115800\"><strong class=\"schema-faq-question\">What is disciplinary action?<\/strong> <p class=\"schema-faq-answer\">Disciplinary action is a corrective step a company takes when an employee doesn\u2019t meet expected standards for performance or workplace behavior. It\u2019s meant to address and improve the issue, not punish the person, and it creates a clear record of what happened and what needs to change. It can range from coaching or a verbal warning to written warnings, a performance improvement plan, suspension, or termination, depending on severity and whether the issue continues.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1772094135642\"><strong class=\"schema-faq-question\">What is an example of a disciplinary action?<\/strong> <p class=\"schema-faq-answer\">A common example of disciplinary action is a written warning. For instance, if an employee repeatedly arrives late, their manager issues a written warning that documents the dates of the incidents, explains the impact on the team, and sets clear expectations for improvement, along with the next steps if the issue continues.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1772094136857\"><strong class=\"schema-faq-question\">What is the difference between a disciplinary action and an adverse action?<\/strong> <p class=\"schema-faq-answer\">A disciplinary action is an internal corrective step an employer takes to address an employee\u2019s behavior or performance, like a verbal or written warning, a performance improvement plan, or suspension. The goal is to help the employee correct the issue and to document expectations and next steps.<br><br>An adverse action is a broader term for an employer decision that negatively affects an employee\u2019s job or work conditions, such as termination, demotion, pay cuts, or reduced hours. In practice, some disciplinary actions can also be adverse actions, especially if they involve a tangible job impact (e.g., suspension, demotion, or termination).<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1772094187623\"><strong class=\"schema-faq-question\">Does disciplinary action mean getting fired?<\/strong> <p class=\"schema-faq-answer\">Not necessarily. Disciplinary action covers a range of corrective steps meant to address a performance or behavior issue. Most of the time, it starts with less severe measures like coaching, a verbal warning, or a written warning. Firing (termination) is usually the last step, or is used when the issue is serious (e.g., gross misconduct).<\/p> <\/div> <\/div>\n","protected":false},"excerpt":{"rendered":"<p>Disciplinary action is an essential tool for managing unwanted behavior in the workplace. As uncomfortable as it may be, it plays a key role in building an environment people want to work in and keeping standards consistent across teams. And it\u2019s not an edge case. A global survey by the International Labour Organization found that&hellip;<\/p>\n","protected":false},"author":4499,"featured_media":333890,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"article-template.php","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[114,912,746],"tags":[512],"class_list":["post-120466","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","category-hr-admin-policies","category-hr-templates","tag-hr-policy","category-114","category-912","category-746","description-off"],"acf":[],"featured_image_src":"https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-thumbnail-1.png","author_info":{"display_name":"Jayla Cosentino","author_link":"https:\/\/www.aihr.com\/blog\/author\/jayla-cosentino\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Disciplinary Action at Work: An HR\u2019s Guide [+ FREE Form] - AIHR<\/title>\n<meta name=\"description\" content=\"Learn what disciplinary action is, when to use it, key process steps, real examples, and download a free form and letter.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.aihr.com\/blog\/disciplinary-action\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Disciplinary Action at Work: An HR\u2019s Guide [+ FREE Form]\" \/>\n<meta property=\"og:description\" content=\"Learn what disciplinary action is, when to use it, key process steps, real examples, and download a free form and letter.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/posts\/120466\" \/>\n<meta property=\"og:site_name\" content=\"AIHR\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/analyticsinhr\/\" \/>\n<meta property=\"article:published_time\" content=\"2026-03-11T09:15:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-13T12:39:30+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.aihr.com\/wp-content\/uploads\/disciplinary-action-thumbnail-1.png\" \/>\n\t<meta property=\"og:image:width\" content=\"2500\" \/>\n\t<meta property=\"og:image:height\" content=\"1307\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Jayla Cosentino\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@AnalyticsinHR\" \/>\n<meta name=\"twitter:site\" content=\"@AnalyticsinHR\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Jayla Cosentino\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"21 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/\"},\"author\":{\"name\":\"Jayla Cosentino\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#\\\/schema\\\/person\\\/01f9a0d1c6f70347ae18721a22de2eef\"},\"headline\":\"Disciplinary Action at Work: An HR\u2019s Guide [+ FREE Form]\",\"datePublished\":\"2026-03-11T09:15:00+00:00\",\"dateModified\":\"2026-03-13T12:39:30+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/\"},\"wordCount\":3128,\"publisher\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.aihr.com\\\/wp-content\\\/uploads\\\/disciplinary-action-thumbnail-1.png\",\"keywords\":[\"hr policy\"],\"articleSection\":[\"Articles\",\"HR Admin &amp; 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She focuses on 360 recruitment as well as building and optimizing organizations\u2019 recruitment processes. Passionate about everything recruitment and HR, Jayla has spoken at conferences organized by companies such as Honeypot.io and ProductUp, as well as at universities like the University of Utrecht.\",\"url\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/author\\\/jayla-cosentino\\\/\"},{\"@type\":\"Question\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/#faq-question-1772094115800\",\"position\":1,\"url\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/#faq-question-1772094115800\",\"name\":\"What is disciplinary action?\",\"answerCount\":1,\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Disciplinary action is a corrective step a company takes when an employee doesn\u2019t meet expected standards for performance or workplace behavior. It\u2019s meant to address and improve the issue, not punish the person, and it creates a clear record of what happened and what needs to change. It can range from coaching or a verbal warning to written warnings, a performance improvement plan, suspension, or termination, depending on severity and whether the issue continues.\",\"inLanguage\":\"en-US\"},\"inLanguage\":\"en-US\"},{\"@type\":\"Question\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/#faq-question-1772094135642\",\"position\":2,\"url\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/#faq-question-1772094135642\",\"name\":\"What is an example of a disciplinary action?\",\"answerCount\":1,\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"A common example of disciplinary action is a written warning. For instance, if an employee repeatedly arrives late, their manager issues a written warning that documents the dates of the incidents, explains the impact on the team, and sets clear expectations for improvement, along with the next steps if the issue continues.\",\"inLanguage\":\"en-US\"},\"inLanguage\":\"en-US\"},{\"@type\":\"Question\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/#faq-question-1772094136857\",\"position\":3,\"url\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/disciplinary-action\\\/#faq-question-1772094136857\",\"name\":\"What is the difference between a disciplinary action and an adverse action?\",\"answerCount\":1,\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"A disciplinary action is an internal corrective step an employer takes to address an employee\u2019s behavior or performance, like a verbal or written warning, a performance improvement plan, or suspension. 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It can range from coaching or a verbal warning to written warnings, a performance improvement plan, suspension, or termination, depending on severity and whether the issue continues.","inLanguage":"en-US"},"inLanguage":"en-US"},{"@type":"Question","@id":"https:\/\/www.aihr.com\/blog\/disciplinary-action\/#faq-question-1772094135642","position":2,"url":"https:\/\/www.aihr.com\/blog\/disciplinary-action\/#faq-question-1772094135642","name":"What is an example of a disciplinary action?","answerCount":1,"acceptedAnswer":{"@type":"Answer","text":"A common example of disciplinary action is a written warning. 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