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Disciplinary Action Form

Disciplinary Action Form Template for Indonesia

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Key Requirements PROMPT example:

Disciplinary Action Form

"I need a Disciplinary Action Form for an employee in our Jakarta manufacturing facility who was caught stealing company property on January 15, 2025, requiring immediate suspension pending investigation and possible termination."

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Document background
The Disciplinary Action Form is a crucial document used in Indonesian employment contexts when formal disciplinary measures need to be implemented against an employee. This document is designed in compliance with Indonesian Labor Law No. 13/2003 and related ministerial regulations, serving as an official record of workplace violations and subsequent corrective actions. The form is typically used when an employee has violated company policies, demonstrated poor performance, or engaged in misconduct that requires formal documentation and action. It includes detailed information about the incident, references to relevant company policies or regulations, previous warnings if any, and the specific disciplinary measure being implemented. The document protects both employer and employee interests by ensuring transparent documentation and fair treatment in accordance with Indonesian labor laws.
Suggested Sections

1. Employee Information: Basic details including employee name, ID number, position, department, and length of service

2. Incident Details: Specific description of the violation or misconduct, including date, time, location, and nature of the incident

3. Company Policy Reference: Citation of specific company policies, regulations, or laws that were violated

4. Previous Warnings: Record of any previous disciplinary actions or warnings issued to the employee

5. Current Action Taken: Description of the disciplinary measure being implemented (warning, suspension, etc.)

6. Improvement Plan: Specific expectations and timeline for correcting the behavior or performance issue

7. Consequences: Clear statement of what will happen if the behavior continues or improvement is not shown

8. Acknowledgment: Signature sections for employee, supervisor, HR representative, and witness

Optional Sections

1. Employee Statement: Space for employee to provide their version of events or response to the disciplinary action

2. Union Representative: Include when employee is a union member and entitled to union representation

3. Investigation Summary: When complex incidents require detailed investigation findings

4. Performance History: Relevant when disciplinary action is related to ongoing performance issues

5. Accommodation Measures: When disciplinary issues may be related to disability or special circumstances requiring accommodation

Suggested Schedules

1. Evidence Documentation: Copies of relevant evidence supporting the disciplinary action (photos, documents, witness statements)

2. Previous Warning Letters: Copies of any previous warning letters or disciplinary actions

3. Relevant Company Policies: Excerpts of specific company policies that were violated

4. Performance Improvement Plan: Detailed plan with specific metrics and timelines for improvement, if applicable

5. Meeting Minutes: Records of disciplinary meetings or discussions related to the incident

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Manufacturing

Technology

Financial Services

Retail

Healthcare

Education

Construction

Hospitality

Transportation

Mining

Agriculture

Professional Services

Telecommunications

Energy

Public Sector

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Industrial Relations

Management

Operations

Administration

Relevant Roles

Human Resources Manager

HR Director

HR Business Partner

Employee Relations Manager

Legal Counsel

Department Manager

Line Supervisor

Team Leader

Compliance Officer

HR Administrator

General Manager

Operations Manager

Regional Manager

Chief Human Resources Officer

Industrial Relations Manager

Industries
Law No. 13/2003 (Manpower Law): The main employment law in Indonesia that governs employment relationships, including provisions for disciplinary actions, termination procedures, and workers' rights
Minister of Manpower Regulation No. 28/2014: Regulates the procedures for drafting and ratifying company regulations, including disciplinary policies and procedures
Law No. 2/2004: Governs industrial relations dispute settlement, relevant for cases where disciplinary actions are disputed by employees
Minister of Manpower Regulation No. 150/2000: Provides guidelines for employment termination settlement and severance pay calculation, which may be relevant if disciplinary action leads to termination
Government Regulation No. 35/2021: Implementation regulation for employment termination, including grounds for termination based on disciplinary violations
Minister of Manpower Circular Letter No. SE-13/MEN/SJ-HK/I/2015: Guidelines for implementation of industrial relations regulations, including proper documentation of disciplinary actions
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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