This guide covers opening a disciplinary case for a staff member, recording the steps taken, and issuing a formal warning.
Before you start
- You need HR access to open and manage disciplinary cases.
- Cases are organisation-scoped. Status, decision and outcome move only through dedicated actions (decide and close) and are never set directly on the case.
Steps
Open a case
- Go to HR → Disciplinary and open a case for a staff member. Category (misconduct, attendance, performance, policy breach, grievance or other), Severity (low, medium or high) and Title are required. Optionally add a Description, an opened-on date, name the person who raised it, and mark the case confidential.
[screenshot: the disciplinary case form with category and severity]
Log an action
- Record a step in the case’s action log. Choose an action type (note, investigation, meeting, suspension, dismissal, appeal or resolution) and enter a summary. Optionally add an occurred-on date, an actor and a document reference (a stored-document reference only, never a file). A warning is issued through its own step, not here.
[screenshot: adding an action to the case log]
Issue a warning
- Issue a formal warning against the case. Choose a warning level (verbal, first written or final written). Optionally add a reason, an issued-on date, an expiry date and a document reference. Acknowledgement is a separate self-service action and is not set when issuing.
[screenshot: issuing a warning with its level and expiry]
Result
The case carries its category, severity and full action log, and any warnings are recorded against the staff member. Staff can acknowledge warnings themselves, and outstanding acknowledgements are surfaced to them.