The Progressive Disciplinary Action Form is a crucial document used in Philippine workplace settings to document and implement disciplinary measures in a fair and legally compliant manner. This form is essential for maintaining proper documentation of employee misconduct or performance issues, ensuring compliance with the Philippine Labor Code's requirements for due process, particularly the 'twin notice rule.' The document should be used whenever formal disciplinary action is required, starting from verbal warnings to more serious measures like suspension or termination. It includes detailed information about the incident, previous warnings, corrective actions, and acknowledgments from all parties involved. The form serves as a legal record of the disciplinary process and helps protect both employer and employee interests by ensuring transparency and proper documentation of the proceedings.
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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, and location of the incident
3. Company Policy Reference: Citation of specific company policies, rules, or regulations that were violated
4. Previous Disciplinary History: Summary of any prior disciplinary actions or warnings issued to the employee
5. Current Disciplinary Action: Specification of the disciplinary measure being imposed (warning, suspension, etc.)
6. Corrective Action Plan: Specific expectations and timeline for improvement
7. Employee Rights: Statement of the employee's right to explain their side and appeal the decision
8. Acknowledgment: Signature sections for the employee, supervisor, and HR representative
1. Performance Improvement Plan: Detailed plan for improvement when the violation relates to performance issues rather than misconduct
2. Union Representative Section: Additional section for union involvement if the employee is covered by a collective bargaining agreement
3. Witness Statement Section: When the incident involved witnesses or requires third-party documentation
4. Final Warning Notice: Additional warning language when the violation may lead to termination if repeated
5. Rehabilitation Program: For cases involving substance abuse or similar issues where company policy provides for rehabilitation options
1. Incident Report: Detailed report of the specific incident or violation
2. Supporting Evidence: Any documentation, photographs, or other evidence related to the incident
3. Employee's Written Explanation: Copy of the employee's written explanation or response to the allegations
4. Previous Warning Notices: Copies of any previous disciplinary actions or warnings
5. Relevant Company Policies: Excerpts of specific company policies that were violated
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