Every HR manager knows the importance of disciplinary documentation. Ideally, the information is accurate and descriptive, with all the i's dotted and t's crossed. But what happens if an employee refuses to sign their disciplinary memo? Your carefully prepared documentation still stands, regardless. The question is how to deal with the employee.
Make sure the employee understands what signing the document means. Explain that their signature simply acknowledges that they received and reviewed the disciplinary document; it does not indicate an admission of guilt or their agreement with the contents. Consider adding this explanation above the employee signature line on disciplinary forms.
Make sure the employee understands what not signing the document means. Explain that their refusal to sign does not in any way change your ability to enforce the disciplinary measure and their responsibility to abide by it.
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