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Use these examples for guidance when disciplining employees.

Document every disciplinary action with specific information to justify those decisions.

Include “who, what, where, when, why” details when documenting employee issues.

Document why the employee deserves termination while others were not in case the employee sues.

Document poor performance early to prove discipline was in the works before the employee complained.

PIPs should be clear about what may occur if the individual’s behavior or performance does not improve.

PIPs can help turn around an underperforming worker and demonstrate your good faith to courts.

An effective PIP can help struggling employees fix performance issues.

An established plan decreases the odds courts will think you put someone on a PIP as an excuse to get rid of them.

Failing to address performance issues or unacceptable behavior virtually guarantees it will continue.