Legal Templates
HR Disciplinary Action Form

HR Disciplinary Action Form Template for Singapore

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Key Requirements PROMPT example:

HR Disciplinary Action Form

"I need an HR Disciplinary Action Form for an employee who has repeatedly violated our company's attendance policy, with three instances of unexplained absence in January 2025, requiring a final written warning with clear performance improvement metrics."

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What is a HR Disciplinary Action Form?

The HR Disciplinary Action Form is a crucial document used in Singapore workplaces when formal disciplinary measures need to be implemented. It is designed to comply with Singapore's Employment Act and related employment regulations, providing a standardized approach to handling workplace misconduct or policy violations. This form should be used when documenting formal warnings, disciplinary actions, or performance issues that require official intervention. It includes detailed information about the incident, references to specific policy violations, prescribed corrective actions, and acknowledgment from all relevant parties. The document helps ensure fair treatment, proper documentation, and clear communication throughout the disciplinary process.

What sections should be included in a HR Disciplinary Action Form?

1. Employee Information: Basic details including name, employee ID, department, position, and contact information

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

3. Policy Reference: Specific company policy or rule that was violated, with reference to relevant legislation

4. Previous Warnings: Documentation of any prior incidents, warnings or disciplinary actions

5. Current Disciplinary Action: Specific action being taken, consequences, and effective dates

6. Improvement Requirements: Expected corrections, timeline for improvement, and consequences of non-compliance

7. Acknowledgment: Signature sections for employee, supervisor, HR representative, and date of acknowledgment

What sections are optional to include in a HR Disciplinary Action Form?

1. Union Representative Details: Details and signature section for union representative when employee is unionized

2. Appeal Process: Detailed description of the appeal process, including timeframes and procedures

3. Witness Information: Details and statements from witnesses to the incident

What schedules should be included in a HR Disciplinary Action Form?

1. Evidence Documentation: Supporting documents, photos, or other evidence of the incident

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

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

4. Performance Improvement Plan: Detailed plan outlining specific improvements required, timelines, and support measures

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
Clauses
Employee Details
Incident Description
Policy Violation
Investigation Details
Disciplinary Action Taken
Corrective Measures
Performance Requirements
Timeline for Improvement
Consequences of Non-Compliance
Right to Appeal
Confidentiality
Documentation Requirements
Acknowledgment
Witness Statements
Previous Warnings
Follow-up Procedures
Review Period
Union Representation Rights
Record Keeping
Signature Requirements
Right to Representation
Meeting Details
Evidence Reference
Company Policy Reference
Grievance Procedure
Industries

Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, covering fair disciplinary procedures, employee rights, employer obligations, and documentation requirements for disciplinary actions.

Employment (Employment Records, Key Employment Terms and Pay Slips) Regulations 2016: Regulations specifying requirements for maintaining proper employment records and documentation standards in Singapore employment relationships.

Tripartite Guidelines on Fair Employment Practices: Guidelines ensuring fair employment practices, non-discriminatory procedures, and due process requirements in workplace disciplinary actions.

Personal Data Protection Act (PDPA) 2012: Legislation governing the handling of employee personal information, data protection obligations, and consent requirements in employment-related documentation.

Workplace Safety and Health Act: Legislation relevant when disciplinary actions involve safety violations or workplace safety-related incidents.

Industrial Relations Act: Act governing relations between employers and unionized employees, including procedures for disciplinary actions involving union members.

Prevention of Harassment Act: Legislation addressing workplace harassment issues, relevant when disciplinary actions involve harassment-related incidents or complaints.

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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