: Keep the tone neutral. Focus on the behavior, not the person.

When drafting the document, ensure you include these five key sections:

: State what will happen if the behavior continues (e.g., further disciplinary action) and provide a space for the employee to sign, confirming they have received the document . Best Practices

: Refer to your company’s internal protocols to ensure that the disciplinary action is consistent with past precedents.

: Start with basic details such as the employee’s name, job title, department, and the date the write-up is being issued.