The Employee Discipline Form is a crucial document used in Indonesian workplace settings to formally document and address employee misconduct, policy violations, or performance issues. This document is designed in accordance with Indonesian Labor Law (Law No. 13 of 2003 on Manpower) and related regulations, ensuring compliance with legal requirements for employee discipline and fair treatment. The form should be used when an employee violates company policies, demonstrates poor performance, or engages in misconduct requiring formal documentation and corrective action. It serves multiple purposes: documenting the incident, establishing clear expectations for improvement, protecting both employer and employee rights, and creating a legal record of the disciplinary process. The document is particularly important in cases where progressive discipline may lead to termination, as Indonesian labor laws require proper documentation of disciplinary actions before any termination decision.
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1. Employee Information: Basic details including employee name, ID number, position, department, and length of service
2. Supervisor Information: Details of the supervising manager issuing the disciplinary action
3. Date and Location: Date of the incident and date of the disciplinary meeting/action
4. Type of Violation: Classification of the disciplinary violation (e.g., attendance, performance, conduct)
5. Description of Incident: Detailed account of the specific violation or behavior that led to disciplinary action
6. Company Policy Reference: Specific reference to company policies or regulations that were violated
7. Previous Warnings: Documentation of any previous related disciplinary actions or warnings
8. Disciplinary Action Taken: Description of the specific disciplinary measure being implemented
9. Correction Required: Clear statement of expected behavior changes and improvements
10. Timeline for Improvement: Specific timeframe for the employee to demonstrate improvement
11. Consequences: Statement of potential consequences if behavior is not corrected
12. Acknowledgment: Signatures of all parties involved, including employee, supervisor, and HR representative
1. Union Representative Details: To be included when the employee is union-represented and chooses to have union representation
2. Performance Improvement Plan: For cases where specific performance metrics and improvement steps need to be documented
3. Employee Response: Section for the employee to provide their written response or explanation
4. Witness Statement Section: When the disciplinary action is based on witnessed behavior or incidents
5. Appeal Rights: Detailed information about the employee's right to appeal the disciplinary action
6. Rehabilitation Plan: For cases involving behavioral issues where counseling or training may be prescribed
1. Evidence Documentation: Copies of relevant evidence supporting the disciplinary action (e.g., attendance records, incident reports)
2. Previous Warning Letters: Copies of any previous warning letters or disciplinary actions
3. Relevant Company Policies: Excerpts from company handbook or policies relating to the violation
4. Witness Statements: Written statements from witnesses, if applicable
5. Performance Data: Relevant performance records, evaluations, or metrics
6. Meeting Minutes: Notes from disciplinary meetings or discussions
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Services
Technology
Financial Services
Retail
Healthcare
Education
Construction
Hospitality
Transportation
Mining
Agriculture
Energy
Telecommunications
Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Operations
Management
Administration
Industrial Relations
Relevant Roles
Human Resources Manager
HR Business Partner
HR Director
Department Manager
Line Supervisor
Team Leader
Operations Manager
General Manager
Compliance Officer
Legal Counsel
Employee Relations Manager
HR Administrator
Branch Manager
Regional Manager
Factory Manager
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