Informal Disciplinary Action

The focus of these letters is on documenting informal disciplinary meetings, decisions reached (informal warnings) and communicating action taken with regards minor conduct and behavioural problems, poor performance, and time-keeping and attendance issues.

The aim of informal disciplinary action is to make an employee aware of minor difficulties and lapses in performance before they become a major problem. (Written evidence of informal disciplinary discussions that have taken place may also be used as background evidence should formal disciplinary action follow.)

Should an employee not improve despite informal disciplinary action, the next stage of the disciplinary process will be to take formal disciplinary action. Firstly by inviting an employee to a formal disciplinary hearing, following which a formal disciplinary warning could be issued to address the conduct, behaviour or performance problem (e.g. formal written warning).

Informal Disciplinary Action Letters

Informal Hearings (Poor Performance, Conduct, Time-keeping etc.)

Discipline Discussion Meeting (informal)
Discuss minor conduct, behaviour or performance issues by inviting employees to an informal meeting.

Informal Disciplinary Warning

Discipline Written Warning (informal)
Communicate an informal caution to an employee about conduct, behaviour or poor performance issues.