How to issue a disciplinary action
Write a report in which you specify the reason for the performance check on the fact of violation. The report is made in the name of the head, who has the right to make decisions on disciplinary action. In the report strictly indicate the time, place, rank, position, surname, name, patronymic of the employee, as well as the fact of violation. Sign the report indicating its date of writing, its title, position, last name, initials. You can submit a report in person or through the secretariat, registering properly.
Further, at the direction of the management, get an explanation from the person who committed the violation of discipline. In his explanation, he must indicate the fact of the violation and the reasons that contributed to it.
Make copies of documents confirming the violation of discipline. For example, a disability certificate or copies of registration logs and books.
After receiving the explanation, conduct a service check. If the fact of the violation does not have valid reasons, the offender should be brought to disciplinary responsibility.
Conclude a service check, issue accordingly, describe in detail the fact of the violation, disrespectful reasons contributing to the violation, make reference to the regulatory documents prohibiting such actions, deciding whether the supervisor would consider the fact of consideration by the supervisor and additional instructions such as notifying the victims of the violation. Send a copy of the report to the personnel department, which is also indicated in the conclusion.
After the approval of the conclusion of the head issued an order of punishment, which indicates the type of penalty. Such types of penalties as “remark” and “incomplete official correspondence” are significantly different. The most condescending punishment is the "remark." More serious violations may entail a "warning of incomplete official compliance." The ultimate penalty is dismissal.