Reasons, basis regulations, disposition details, and methods of raising objections must be written down thoroughly to avoid procedural disputes. The A4 preview on the right is reflected immediately.
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NOTICE OF DISCIPLINARY ACTION
| name | cleanup | ||
|---|---|---|---|
| Affiliation | spot | ||
| Disposal type | Decision date | ||
| Effective date | disposal period |
We hereby inform you that disciplinary action has been taken against you as follows.
1. Reasons for disciplinary action
2. Ground rules
3. Appeal
CEO
(person)
Longer content will have an A4 border and page count. One sheet of writing instructions is added to the Word file.
A notice of disciplinary action is a document that notifies the person in writing of the disciplinary action determined by the company. If notification is given verbally, there is no record of when and what was communicated, and it becomes difficult for the company to show that it followed the procedures later when contesting unfair disciplinary action.
In practice, most of the points of contention are not content but procedure. The criteria for judgment are whether the reason is stated in detail, what provisions of the employment rules it is based on, whether the person is given an opportunity to explain, and whether the person is informed of how to request a retrial. So this form puts those four things in separate columns.
Before notification, InspectorIf you need to receive and organize the facts and make a promise to prevent recurrence, memorandumIt is common to receive together with . Even light dispositions such as warnings and cautions must be left in writing so that they can be used as a basis for later accumulation.
The text is one A4 page. Recipient information and a disposition summary table are located above, followed by boxes with reasons for disciplinary action and supporting provisions. At the end, notice of objection and indication of company/representative are included. If you download it in Word, a page of writing instructions will be attached at the end.
When disciplinary consequences must be notified in writing and records must be kept.
When a warning must be notified in the name of a representative without a personnel committee.
Cases where repeated attendance issues need to be documented instead of verbally pointed out.
If you want to check what should be written and how long you can object.
Follow the company employment rules. In general, cautions and warnings are merely pointed out in writing, while reprimands require the submission of a letter of apology and are recorded in personnel records. Dispositions that directly affect wages, such as pay cuts and suspensions, cannot exceed the limits set by the Labor Standards Act.
No way. The types and reasons for disciplinary action are only within the scope set forth in the employment rules or collective agreement. If the basis clause cannot be written, the disposition must be reconsidered from the beginning.
Record the refusal and send it by registered mail or Proof of contentsLeave a message by sending it to . If notice is not received, the validity of the disposition is disputed.
If the explanation procedure is set in the employment rules, it must be followed, and if the procedure is omitted, it may be judged as unfair disciplinary action even if the content is justified. Even if there is no set procedure InspectorIt is safer to receive and record your explanation.
Not recommended. In accordance with the Labor Standards Act, dismissal requires a separate written notice stating the reason and timing, and 30 days notice or notice allowance is also required. If you are considering termination, get confirmation from a labor attorney or attorney before sending any documents.
It is not saved. The information you enter and the uploaded stamp photo are processed only within the browser, and PDF and Word files are also created on the user's device.
This is general information for guidance purposes, and the types, procedures, and limits of disciplinary action vary depending on employment rules, collective agreements, and the Labor Standards Act. For dispositions greater than a pay cut or dismissal, please obtain confirmation from a labor attorney or attorney before sending a written notice.
These are stories left by those who actually wrote and submitted disciplinary action notices. It contains notes on areas where you got stuck while writing or the results after submission, so it is often more helpful than a guide for first-time users.
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