Verbal warning: A manager or supervisor gives a verbal warning by speaking to an employee about how they’ve failed to comply with company rules or how they aren’t meeting the expectations for their role. A verbal warning typically precedes any more serious disciplinary action. Depending on the offense, it may be necessary to document the verbal warning, possibly even with a second person acting as a witness. 2. Written warning: A written warning often follows a verbal notice when the employee fails to remedy the situation. This warning is considered more serious since there’s a written record, which then goes in the employee’s file. When taking more severe action, an employer can use this documentation as proof of the measures taken to inform the employee of their offense and the length of time they gave the employee to remedy the situation. 3. Suspension: Companies may implement suspension with or without pay. However, suppose the employer chooses to suspend an employee without pay. In that case, it’s wise to seek legal advice to ensure the employer isn’t violating the employee’s rights. Often, employers use suspension with pay as a way to investigate further while protecting the company from further harm. It’s essential to communicate decisions in writing at this stage to ensure the organization treats the employee fairly and allows them to appeal decisions. 4.Termination: Termination is the final stage of disciplinary action. It occurs when an employer can’t remedy the situation. Organizations typically only resort to termination if the employee has committed a serious offense or if there have been repeated offenses and prior disciplinary actions haven’t worked. In the rare case where the employee can no longer perform their job, it’s best to seek legal advice.