Too Much Information – The Cons of Generic vs. Paid
As an employer, I always think that generic forms for disciplinary actions are best; unless you are a Human Resources firm that is aware of every law in your state. For example, some states such as South Carolina and California require that a disciplinary or warning form, especially if probation is included, must outline what the probationary period will entail along with specific timelines and scenario outcomes.
Generic forms are always best because while some states require very specific information, if you purchase disciplinary action forms or create your own, all states do allow generic forms; as long as the needed follow-up documents are provided if requested.
A con to purchasing specific disciplinary action forms is that they can be expensive. However, there are companies like G-NEIL that offer disciplinary action or warning forms at reasonable costs such as the one seen in the screenshot above.
Lastly, generic forms are best when it comes to your documentation trail of written disciplinary or warning for any employee. They state the simple, the obvious, and provide a good written paper trail. These are more helpful if you must appeal an unemployment claim or challenge a workman’s compensation claim. Why you ask?
If any form is too detailed with too many spaces or areas that may be confusing to a judge or case worker, your written paper trail will get lost in translation.
If you decide not to use generic forms for disciplinary actions, I do recommend G-NEIL as their forms are accepted in every state and come at reasonable prices. Or, feel free to utilize one of the sample forms found in our Media Gallery.