In working through this chapter, and whenever documenting the disciplinary process, keep in mind the following:

•   Clarity is your main goal. The document should …

—  be easy to understand

—  succinctly present the facts and the supporting details of the problem

—  convey expectations for change

—  specify the consequences of noncompliance to requested performance improvement

—  set specific and achievable goals for performance improvement

—  demonstrate your company’s willingness to work with the employee over a given period of time

•   Objectivity facilitates clarity. Keep to the hard facts, describing the problem via those facts. In good documentation, nothing is subject to interpretation. If you ...

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