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| Do I need a policy in place in order to write up an employee? We have an employee who failed (by lack of attendance) to complete a company paid for class/series. He agreed verbally to retake the class and once again didn't attend, nor did he inform his supervisor that he wasn't attending. His supervisor wrote him up. Now the employee is asking us to reference and clarify the policy that warranted the corrective action letter and he wants to know what the appeal process is.
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If you have a descriptive disciplinary policy that includes corrective action (when appropriate) and you follow the policy consistently, that is adequate.
You could have a policy dedicated to "corrective action" but I dont think it's necessary if you describe, commit to, and implement it within the scope of your disciplinary policy.
In the case of your employee:
- The issue was discussed, understood, and agreed by the employee he would take the course -- that is "corrective action."
- Your employee has now failed two times to peform his job duties and responsibilities.
- If you documented the initial discussion about his failure to go to the course and his agreement to complete the course, you also have documentation of corrective action.
In all our disciplinary/performance problem meetings, we create a document that usually starts with,
"Employee"
Please sign below acknowledging we discussed, understand, and agree the following:
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