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101 Write-up Forms /TemplatesDisciplining the Probationary Employee:
1,2 - Disciplining the Probationary Employee 3 - Disciplining the Probationary Employee: Extending the length of probation 4 - Performance Problems That Arise Right After the New Hire's Probationary Period Ends Policy and Procedure Violations 5,6 - Failure to Follow Department Policies and Procedures 7 - Excessive Personal Telephone Calls 8 - Software Piracy (Unauthorized Installation) 9 - Unauthorized Use of Company Equipment, Time, Materials, or Facilities 10 - Unauthorized Removal of Company Files 11 - Inappropriate Downloading/Violation of intellectural Property Rights 12 - Leaving the work site During Regular Schedule Shift 13 - Disclosure of Confidential Information About the Company or its Customers 14 - Failure to Follow Company Dress Code 15 - Lack of Cleaniness and Substandard Personal Hygiene 16 - Smoking on Company Grounds 17 - E-Mail Misuse 18 - Off-Duty Conduct and "Moonlighting" 19 - Failure to Disclose a Conflict of interest/Personal Relationship Performance Transgressions 20,26 - Substandard Work Performance 27 - Substandard Customer Service 28,29 - Safety Infractions 30 - Lack of Sales Production 31 - Unwillingness to Perform Properly Assigned Work 32 - Recurring Negligence and Thoughtlessness 33 - Lack of Teamwork 34 - Lack of Managerial Leadership and Lack of Trust 35 - Failure to Follow Through/"Dropping the Ball" 36 - Improper Cash Handling 37 - Acts Resulting in Loss to Employer 38 - Slow or inefficient Production 39 - Failure to Observe Working Schedule, Including Rest and Lunch Periods 40 - Sleeping on the Job 41 - Failure to Learn New Material in Training 42 - High Error Factor and Scrap Rate 43 - Falsification of Employer Records 44,45 - Lack of Communication with Supervisor 46 - Failure to communicate Upward Behavior and Conduct Infractions 47 - Profane Language in the workplace and insubordination 48 - Poor "Attitude" 49,50 - Insubordination and Substandard Work Performance 51 - Misconduct, Fighting, and Horseplay 52 - 55 - Sexual Harrassment 56 - Finding Pornography on an Employee's Computer Hard Drive 57 - Political Incorrect Behavior in the Workplace 58 - Creating an Intimidating Work Environment 59 - Managerial Misconduct 60 - Veiled or Direct Threats of Violence 61 - 63 Antagonistic Behavior Towards a Coworker 64 - Mamagerial Retaliation/Group Complaint About a Supervisor 65 - Managerial Retaliation 66 - 68 - Intoxication During Work Hours 69 - Drug-Related Impairment During Work Hours 70 - Character Assassination, Defamation 71 - Gossip and Rumormongering 72 - Blamers and Excuse-Makers Absenteeism and Tardiness 73 - Excessive, Unschedule Absence: "No Fault" System 74,75 - Excessive, Unschedule Absence 76,77 - Pattern of Excessive, Unscheduled Absence 78 - Excessive, Unschedule Absence: "Excuse-Based" System 79 - 81 Excessive Tardiness 82 - FMLA Abuse: Failure to Provide Appropriate Medical Documentation 83 - FMLA Abuse: Failure to Follow the terms of the Medical Certification Termination Notices 84 - Terminating the Probationary Employee 85 - 86 - Discharge for Cause: Substandard Performance 87 - Employee Fails to Report to Work on His/Her First Day: The Company Rescinds Its Employment Offer 88 - Summary Discharge: Falsification of Company Records 89 - Summary Discharge: Time Card Fraud 90 - Summary Discharge: Possession, Sale, or Being Under the Influence of Alcohol or Illegal Substances 91 - Summary Discharge: Failure to Pass Certification Exam 92 - Summary Discharge: Misconduct at Company Holiday Party 93 - Summary Discharge: Threatening a Coworker with Bodily Harm 94 - Letter Confirming Acceptance of an Employee's Verbal Resignation 95 - Summary Discharge: Acceptance of Gratuities 96 - Summary Discharge: Insubordination 97 - Secretarial Layoff: No Severance 98 - Director-Level Layoff including Severance Package, Outplacement, and Appropriate Legal Release 99,100 - Job Abandonment 101 - Summary Discharge: Credit Card Fraud |
Free SampleTerms of Use
Please note: Prior to using these forms, please consult with an attorney or other expert knowledgeable in the laws of the applicable jurisdiction and the specific intended use of those forms. All forms available for download are general in nature; are not based on the laws of any specific state or other juridiction but rather general principles of law applicable throughout the United States; and should only be used after first consulting with an attorney or other expert knowledgeable in the laws of the applicable jurisdiction and the specific intended use of those forms. |