Q. We recently disciplined an employee for
A. Yes. To avoid any dispute over whether and what type of warning an employer provided an employee, it is common to ask the employee to sign the disciplinary memo. Often, these memos include a statement confirming that the purpose of the employee’s signature isn’t to signify that she agrees with the contents, but simply to acknowledge receipt of the document.
In cases like this one, however, it’s always wise to pick your battles and try the least inflammatory approach.
When an employee refuses to sign the document, having her write a statement that she disagrees with the contents of the document will accomplish your goal of having evidence that she received and reviewed the memo.
If steps like these are ineffective, and the employee still refuses to sign the document, that can be grounds for further disciplinary action.
- Track discipline to counter claims of discrimination
- When worker may have broken rules, conduct independent investigation to confirm suspicions
- Career audits: Does the job work for you?
- When firing, choose words carefully, stick to performance
- Erase ideas of 'implied contract' with repeated at-will statements