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Notice Of Disciplinary Action Form

Notice Of Disciplinary Action Form Template for Singapore

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Notice Of Disciplinary Action Form

"I need a Notice of Disciplinary Action Form for an employee who has repeatedly violated our company's attendance policy, including three instances of unauthorized absence in January 2025, and I want to issue a final written warning before proceeding with termination."

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Document background
The Notice of Disciplinary Action Form is a crucial human resources document used in Singapore when formal disciplinary measures need to be taken against an employee. This document, governed by Singapore's Employment Act and various Tripartite Guidelines, serves multiple purposes: it formally notifies the employee of the specific violation, documents the disciplinary action being taken, provides a record for future reference, and ensures compliance with legal requirements. The form should be used whenever an employee commits a workplace violation that requires formal disciplinary action, ranging from written warnings to suspension or termination. It typically includes details of the incident, reference to violated policies, specific disciplinary measures, and expected corrective actions.
Suggested Sections

1. Employee Information: Full name, employee ID, position, department

2. Date and Location: Date of notice issuance and workplace location

3. Incident Description: Detailed description of the violation or misconduct

4. Company Policy Reference: Specific policies or rules that were violated

5. Disciplinary Action: Specific action being taken (warning, suspension, etc.)

6. Expected Correction: Required changes in behavior or performance

Optional Sections

1. Previous Warnings: Reference to prior disciplinary actions - include when dealing with repeated offenses

2. Appeal Process: Information about appeal rights and procedures - include for serious disciplinary actions

3. Union Representative: Information about union involvement - include when employee is a union member

Suggested Schedules

1. Investigation Report: Detailed findings of disciplinary investigation

2. Evidence Documents: Copies of relevant evidence supporting the disciplinary action

3. Witness Statements: Statements from witnesses if applicable

4. Performance Records: Relevant performance reviews or incident reports

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok³ÉÈË°æ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions






























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Industries

Employment Act (Chapter 91): Primary legislation governing employment relations in Singapore, focusing on Part X Employment Standards, Section 14 on termination procedures, and regulations regarding misconduct investigations

Tripartite Guidelines on Fair Employment Practices: Guidelines establishing fair and progressive employment practices, including non-discriminatory requirements and due process recommendations for workplace actions

Tripartite Guidelines on Wrongful Dismissal: Specific guidelines outlining proper procedures for disciplinary actions, requirements for fair hearings, and necessary documentation requirements

Personal Data Protection Act (PDPA): Legislation governing the handling of employee personal information, including data protection obligations and consent requirements in disciplinary proceedings

Industrial Relations Act: Legislation covering collective agreements, union representation rights, and grievance procedures for unionized employees

Workplace Safety and Health Act: Legislation relevant when disciplinary actions involve safety violations, ensuring compliance with safety regulations and procedures

Ministry of Manpower (MOM) Guidelines: Official guidelines from MOM outlining fair investigation processes, progressive discipline approach, and documentation requirements for disciplinary actions

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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