Disciplinary Action Management Workflow

Start des Workflows/Prozesses.

Retrieve the employee's profile and history from the Employee Data Model to check for prior incidents.

Create a task for the HR Manager to begin the formal investigation into the reported incident.

Create a new entry in the Disciplinary Action Data Model to track this specific incident, including date, type, and severity.

Assign a task to the Investigator to interview involved parties and witnesses.

Update the Disciplinary Case entry with gathered evidence, witness statements, and findings.

Execute a formula based on incident type, frequency, and impact to determine the disciplinary level (e.g., Warning vs. Termination).

Fetch the specific company policy/handbook section related to the violation to ensure compliance.

Create a task for the Department Head and HR to review the investigation findings.

Update the Disciplinary Case entry with the final decision (e.g., Verbal Warning, Written Warning, Suspension, or Dismissal).

Send a formal email to the employee detailing the disciplinary action and next steps.

Send an email notification to the direct supervisor and legal department regarding the outcome.

Create a task to ensure the disciplinary record is officially appended to the employee's permanent digital record.

Sum the number of disciplinary entries for this specific employee to identify patterns of misconduct.

Create a scheduled entry in the 'Performance Review' data model to monitor improvement over the next 90 days.

Create a report summarizing all disciplinary actions taken during the month for the Board of Directors.

Ende des Arbeitsablaufs/Prozesses.