You’ve done the hard part: Documented an employee’s poor performance or misconduct, discussed it with the employee and his manager, and written up the proceedings. One last step and you can all move forward; he just needs to sign your report on the disciplinary action. But wait! He’s protesting the discipline and is refusing to sign. Now what?
Employees often refuse to sign disciplinary actions but they are more likely to sign if the notices are presented and worded in the right way. You want their signature as proof that they received the discipline for their behavior.
You can also ask the worker to write out his rebuttal, which would give him the chance to air his grievances and raise issues that merit HR’s attention.
If the employee still opts not to sign, an HR professional and witness can document receipt with their own signatures. They may later be called on to testify that the discipline had been presented to the worker.
Explain at the very beginning of the disciplinary meeting what is going to happen. You might say something like, “We’re going to discuss with you the issues that led to this discipline. At the end of this meeting, we’ll show you a form on which we’ve documented the reasons for this meeting and discipline, and will allow you time to review it. We’ll also ask that you sign the form, to show that you’ve received it and read it. Do you have any questions before we begin?”
Use Careful Wording
Employees are more likely to sign disciplinary notices that clarify right above the signature line that, while the workers may disagree with the warnings, by signing the document they are only acknowledging that HR reviewed the documents with them and that they received the notices. Consider including a section that permits an employee to add his or her own comments. That also would serve as notice that the worker received the warning.
You might also consider separating the signature box from the body of the disciplinary report. The signature box should state, “My signature here indicates that I have had the opportunity to read this report. It does NOT indicate my agreement with the contents” and should have a signature line below it. If there is a comments box, include another signature line beneath it.
Document Receipt When Employee Doesn’t Sign
Despite an employer’s best efforts, sometimes an employee will decline to sign the document anyway. What do you do then? You don’t want to look like you’ve written up the employee and placed the documentation into a personnel file, sight unseen.
Be careful about how this refusal is characterized, Danaher cautioned. She prefers the less adversarial sounding phrases “elected not to sign” or “chose not to sign after a request to do so.”
The employer may ask the employee to write on the form, “I disagree,” and sign and date that. If that fails and you, as the HR representative, are alone with the employee, you might call in another manager as a witness. With the witness present, have the employee acknowledge that you went over the discipline and the employee has chosen not to sign. Then you and the witness can sign and date language that would say something like, “Met with employee on [date] and discussed the above. Employee refused to sign” with full name or initials and date. Or the supervisor can do all of this, if you are not at the disciplinary meeting.
Don’t insist that the employee sign the disciplinary notice. Asking for a signature on a disciplinary notice isn’t like distributing an employee handbook or providing a restrictive covenant, which must be signed with no exceptions.
If an employer threatens to fire a worker for not signing a disciplinary notice, the company has escalated a situation unnecessarily. Moreover, if the worker is fired at that point, he or she is likely to be eligible for unemployment compensation (which can increase unemployment taxes for your business), regardless of whether the warning was for misconduct or poor performance. Repeated misconduct typically disqualifies someone from unemployment compensation; poor performance does not.
Ask for a Written Rebuttal
Rather than insist on a signature on the disciplinary notice, you should encourage the employee to submit a written rebuttal. Attach the rebuttal to the disciplinary form. There are at least two benefits of getting a written rebuttal:
- It proves indirectly that the employee knew about and understood the discipline, which is the whole reason for asking employees to sign as it shows the employer really engaged in progressive discipline.
- The rebuttal may bring to light some legitimate issues that the company needs to investigate.
If the employee refuses to sign and the employee does not submit a rebuttal, it will be more difficult for the employer to prove that the employee received the discipline, if the employee sues the company and denies receipt of the discipline. If the employee chooses to deny it, there would be very little the employer could do to counter that. This is the moment to call in that witness and let the employee know that the purpose is to document that the meeting occurred, the employee was in attendance, the discipline was presented, explained and that an opportunity to rebut was provided and declined by the employee. And that’s a wrap!
Contact Murray Securus HR Solutions if you would like assistance on this or any other human resource challenge.
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