Complete Disciplinary Forms In UKG

To create a new disciplinary form for your employee in UKG:

Navigate to UKG > Team Performance > Team Discipline & Notes
Select the Points & Notes tab and then Add in the Incidents section.
Select Disciplinary from the drop down.
Select Save and follow the prompts:
1. Incident Name: The system auto populates a name, but this should be adjusted to fit the reason for the disciplinary action.
2. Incident ID: Not Needed
3. Violation: Select Violation Type
4. Incident Date: Select Violation Date
5. Report Date: Current Date
6. Status: Do Not select anything, system will auto-populate
7. Priority: Not needed, but can be selected to signify matters of importance
8. Description: Describe the violation in detail
9. Resolution: Not required, complete the fields as needed
10. Select the appropriate number of points based on the violation and then select the category. Hit "Process Points" to save the points. Simply submitting the form will not apply the points to the employees record. Selecting "Process Points" more than one time on the same disciplinary form will duplicate points in the employees balance and may trigger false notices to the employee.
11. Use the paperclip in the upper right to attach supporting materials.
12. Select "Save" to leave the incident and come back later.
13. Select "Submit" to initiate the Disciplinary workflow.

Every Discipline Description Should Include:

-The Objective Event: State precisely when, where, and what occurred using verifiable observations.

-The Violated Standard: Explicitly cite the handbook policy, job description expectation, or safety rule that was breached.

-The Operational Impact: Explain how the behavior affected team productivity, safety, customer service, or company finances.

-Prior Verbal/Written Context: Reference any previous discussions, coaching sessions, or formal warnings regarding similar behavior (if applicable).

Mandatory Elements Checklist:

-Measurable Data: Use concrete metrics where possible (e.g., "Arrived 45 minutes past the start shift time," "Cash register was short by $75.00," "Failed to submit 3 required reports").

-Direct Quotes or Physical Evidence: Record verbatim statements if insubordination or verbal misconduct occurred, or reference documented evidence (e.g., badge swipe logs, system timestamps, quality control tickets).

-Policy Reference: Explicitly state the exact policy name or handbook clause (e.g., "This violates Section 3.2: Attendance and Punctuality Policy").

What Happens After You Submit?

The Manager of the employee (probably you)will get an email and notification to review and sign.
The Employee will get an email and notification to review and sign.
The form is sent to HR (will auto submit to HR after 5 days, even with no signature.
Manager is notified that form is complete.

Language & Tone Guidelines: The description paragraph must be written in neutral, professional prose. Focus entirely on observable behavior rather than perceived character traits.

Objective & Admissible (Use)	Subjective & Problematic (Avoid)
"Employee missed the 9:00 AM project deadline."	"Employee has a poor work ethic."
"Employee raised their voice and walked out of the meeting."	"Employee was being aggressive and hostile."
"Employee did not follow the step 3 safety check."	"Employee was lazy and careless."
"Employee accumulated 4 unscheduled absences in 30 days."	"Employee is always taking time off."

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Complete Disciplinary Forms In UKG

To create a new disciplinary form for your employee in UKG:

What Happens After You Submit?

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