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Oral Warning Disciplinary Action Form

This document provides instructions for supervisors on completing an oral warning disciplinary action form for employees. It defines key terms used on the form such as date, employee and supervisor information, nature of inappropriate behavior, and signatures. It also outlines the process for documenting an oral warning and distributing copies of the completed form.

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Richard R M Thodé
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277 views2 pages

Oral Warning Disciplinary Action Form

This document provides instructions for supervisors on completing an oral warning disciplinary action form for employees. It defines key terms used on the form such as date, employee and supervisor information, nature of inappropriate behavior, and signatures. It also outlines the process for documenting an oral warning and distributing copies of the completed form.

Uploaded by

Richard R M Thodé
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Route this form to: U Wide Form

UM 1542
This form is for
departmental use.
Rev: 06/08
Oral Warning Disciplinary Action

See instructions on following page.

Date

Employee Information
Name Empl ID

Classification Phone

Department/ Location
Entity

Supervisor Information
Name Phone

Title Location

Employee offered right to union representation


Employee/Witness Signature

Nature of inappropriate work-related behavior


Please succinctly state inappropriate behavior, dates of occurrence, supervisory action taken to date, etc. for an oral
warning.

Signatures
Employee/Witness Date

Supervisor Date

Failure to correct the issue(s) outlined above will result in further disciplinary action.

The University of Minnesota is an equal opportunity educator & employer.


© 2001 by the Regents of the University of Minnesota.
ORAL WARNING DISCIPLINARY ACTION INSTRUCTIONS

STATEMENT OF PHILOSOPHY

If supervisors notice work-related behavior problems, they are encouraged to bring these problems to the attention of the
employee. When such communication takes place before disciplinary action is initiated, it may often be sufficient to
correct the work-related behavior problems. Employees or supervisors are encouraged to consult Union or Human
Resources representatives in order to help solve the problem.

GENERAL INFORMATION

The contract agreement with AFSCME, which governs employees in Bargaining Units 6 and 7 (Locals 3800, 3801 and
3937), requires that all disciplinary actions (including oral warnings) be documented on a standard form. This form
should be competed in full and sent to the appropriate parties listed below. Supervisors should review Article 22,
Discipline (and any other appropriate provision), and consult with a Human Resources Consultant prior to either initiating
disciplinary action against an employee or completing the Disciplinary Action Form.

DEFINITION OF TERMS

Date: Date of disciplinary action.

Employee Name/Empl ID: Employee's proper full name and Employee ID number.

Classification: Employee classification title and number.

Department/Location/Phone: Employee's department, campus address, and phone number.

Supervisor/Title: Proper full name and title of employee's supervisor who is taking an action.

Right to Union Representation: Employees must be informed of the right to union representation at any stage of the
disciplinary process. The employee may not be compelled to document by way of signature the fact that he/she has been
informed of this right. If an employee refuses to provide his/her signature, a witness (someone other than the immediate
supervisor) should sign to verify the fact that the employee was given notification.

Nature of Incorrect Work-Related Behavior: Specify the inappropriate behavior. Some specific examples of
inappropriate work behavior might include:

• Showing that the violation is directly linked to an established verbal or written policy/rule (cite the policy/rule).

• Showing that the unacceptable behavior is contrary to a written job description, performance appraisal or mutually
agreed verbal performance expectation.

Employee's, Supervisor's signature: The immediate (or acting) supervisor must sign the form. The employee may not
be compelled to sign, and if the employee does refuse to sign, a witness (other than the supervisor) should sign and
mention the employee's decision to refuse to sign the form.

Copies of this form must be sent to: Employee and department/administrative unit.

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