Disciplinary Action Process

Start des Workflows/Prozesses.

Retrieve existing employee data from the Employee Data Model to identify the subject of the disciplinary action.

Create a new entry in the Disciplinary Log data model to document the details of the incident.

Create a task for the Direct Manager to conduct an initial investigation into the incident.

Update the newly created incident record with the determined severity level (e.g., Low, Medium, High) after investigation.

Get all previous disciplinary entries for the specific employee to check for patterns of behavior.

Aggregate the count of previous disciplinary entries for this employee to determine if escalation is required.

Execute a formula based on the number of past infractions to decide if the process moves to 'Warning' or 'Final Warning' stage.

Create a task for HR and the Manager to hold the formal disciplinary hearing.

Update the Disciplinary Incident record with the notes, evidence, and employee statements from the meeting.

Create a task for HR to draft the official written warning document.

Send an automated email to the employee detailing the outcome of the disciplinary process and any next steps.

Send an email to the Department Head and HR Director regarding the finalized disciplinary action.

Update the Employee Data Model to reflect any changes in standing or probation status.

Create a task to review the employee's performance/conduct after a set period (e.g., 30 or 90 days).

Create a monthly report summarizing all disciplinary actions taken within the department for management review.

Ende des Arbeitsablaufs/Prozesses.