Common use of Disciplinary Notice Clause in Contracts

Disciplinary Notice. This disciplinary notice should be used to document verbal or written warnings given to employees regarding unsatisfactory areas of their job performance, which the employee must correct in order to avoid further disciplinary action, up to and including termination. The notice should be signed by the employee and the employee’s manager or supervisor. An original copy should be kept by the company in the employee’s personnel file and copies should be given to the employee and the employee’s manager or supervisor. This document should be provided to an employee whose job performance is unsatisfactory. The purpose of this PIP is to confirm the company’s expectations for the employee (in as much detail as possible) going forward and to ensure immediate, significant and sustained improvements in the areas described in the document. The goals set forth in the PIP must be reasonable. The PIP should be signed by the employee and the employee’s manager or supervisor. An original PIP should be kept by the company in the employee’s personnel file and copies should be given to the employee and the employee’s manager or supervisor.

Disciplinary Notice. This disciplinary notice should be used to document verbal or written warnings given to employees regarding unsatisfactory areas of their job performance, which the employee must correct in order to avoid further disciplinary action, up to and including termination. The notice should be signed by the employee and the employee’s manager or supervisor. An original copy should be kept by the company in the employee’s personnel file and copies should be given to the employee and the employee’s manager or supervisor. This document should be provided to an employee whose job performance is unsatisfactory. The purpose of this PIP is to confirm the company’s expectations for the employee (in as much detail as possible) going forward and to ensure immediate, significant and sustained improvements in the areas described in the document. The goals set forth in the PIP must be reasonable. The PIP should be signed by the employee and the employee’s manager or supervisor. An original PIP should be kept by the company in the employee’s personnel file and copies should be given to the employee and the employee’s manager or supervisor. This document is a quick reference guide to determine which leaves of absences apply to companies with a certain number of employees under District of Columbia law.