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Employee Disciplinary Form

Employee Disciplinary Form Template for New Zealand

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Key Requirements PROMPT example:

Employee Disciplinary Form

"I need an Employee Disciplinary Form for a retail business in Auckland to document repeated tardiness and customer service issues for a sales associate, with specific sections for previous verbal warnings and a clear performance improvement plan to be completed by March 2025."

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Document background
The Employee Disciplinary Form is a crucial document used in New Zealand workplaces when formal disciplinary action needs to be taken against an employee. It is designed to comply with the Employment Relations Act 2000 and other relevant New Zealand employment legislation, ensuring that proper procedures are followed and documented. This form should be used whenever there is a need to address and document serious misconduct, ongoing performance issues, policy violations, or behavioral concerns in the workplace. It provides a structured format for recording the nature of the violation, previous incidents, required corrective actions, and consequences, while ensuring that the employee's right to respond and natural justice principles are respected. The document serves as both a current record of the disciplinary process and a reference for any future employment decisions or legal proceedings.
Suggested Sections

1. Employee Information: Basic details including employee name, position, department, employee ID, and length of service

2. Issue Details: Specific description of the incident(s) or behavior leading to disciplinary action, including dates, times, and locations

3. Type of Violation: Classification of the breach (e.g., misconduct, poor performance, policy violation) and reference to relevant workplace policies

4. Previous Related Incidents: Documentation of any prior warnings or disciplinary actions related to similar issues

5. Impact Assessment: Description of how the violation affects the workplace, colleagues, or business operations

6. Corrective Action Required: Clear statement of expected changes in behavior or performance and timeline for improvement

7. Consequences: Description of the disciplinary action being taken and potential consequences of further violations

8. Employee Response: Space for employee to provide their version of events or response to the allegations

9. Signatures and Acknowledgment: Space for both employer and employee signatures, date, and acknowledgment of receipt

Optional Sections

1. Support Person Details: Section to record details of employee's support person or representative, used when employee chooses to bring support to the disciplinary meeting

2. Performance Improvement Plan: Detailed improvement plan with specific goals and timelines, used when the disciplinary issue relates to performance rather than conduct

3. Union Representative Details: Section for recording union involvement, used when employee is union member and requests union representation

4. Health and Safety Considerations: Additional section for when the disciplinary matter involves workplace safety violations

5. Investigation Summary: Summary of any investigation conducted, used for more complex cases requiring formal investigation

Suggested Schedules

1. Evidence Register: List of all evidence collected and considered in the disciplinary process, including witness statements, documents, or recordings

2. Relevant Policy Excerpts: Copies of workplace policies or procedures relevant to the disciplinary matter

3. Meeting Minutes: Records of disciplinary meetings and discussions

4. Previous Warning Letters: Copies of any previous warning letters or disciplinary documentation referenced in the current action

5. Performance Data: Relevant performance records, statistics, or documentation supporting performance-related disciplinary actions

Authors

Alex Denne

Head of Growth (Open Source Law) @ ¶¶Òõ¶ÌÊÓƵ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions

























Clauses






















Relevant Industries

Healthcare

Education

Retail

Manufacturing

Professional Services

Technology

Financial Services

Hospitality

Construction

Transportation

Public Sector

Non-profit

Agriculture

Mining

Telecommunications

Media and Entertainment

Relevant Teams

Human Resources

Legal

Compliance

People Operations

Employee Relations

Management

Administration

Operations

Relevant Roles

HR Manager

HR Director

HR Business Partner

People Operations Manager

Employee Relations Manager

Department Manager

Line Manager

Supervisor

Team Leader

General Manager

Operations Manager

Chief Human Resources Officer

HR Administrator

Compliance Officer

Legal Counsel

Department Head

Industries






Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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