: State what will happen if the behavior continues (e.g., further disciplinary action) and provide a space for the employee to sign, confirming they have received the document . Best Practices

When drafting the document, ensure you include these five key sections:

How to Write Up an Employee: 11 Common Situations - BambooHR

: Refer to your company’s internal protocols to ensure that the disciplinary action is consistent with past precedents.

: Gather any relevant evidence, such as witness statements or prior warnings, before the meeting.

: Keep the tone neutral. Focus on the behavior, not the person.

: Provide a factual account of the behavior or performance issue. Avoid personal opinions and focus on specific dates, times, and rules that were violated according to your company policy .

: Explain how the employee's actions affected the team, the company, or the workflow.