Request Letter for Disciplinary Action

Request Letter for Disciplinary Action

Letters Kate

A request letter for disciplinary action is written by a manager, supervisor, or colleague and addressed to the employer or the HR department. It is like a complaint letter in which an employee’s unprofessional behavior is mentioned, and the correspondent requests that the relevant department take disciplinary action against that employee.

The letter needs to be formal and professional. Proper explanation and reasoning must be provided behind the request. It must be mentioned if remedial actions were taken or time was granted to rectify the unprofessional behavior.

Generally, the details included in a request letter for disciplinary action are:

  • Date.
  • Details of the person writing the letter/correspondent.
  • Details of the addressee.
  • Details of the person against whom disciplinary action is being requested.
  • Type and explanation of unprofessional behavior.
  • Request for disciplinary action and its reason.
  • Salutation and signature.

When the concerned department receives this request letter for disciplinary action, it conducts investigations and observations to assess and analyze whether the employee is guilty and the complaint is valid.

The HR department may or may not take disciplinary action against the employee against whom the complaint has been launched; sometimes, only a warning letter suffices.

However, this request letter will be kept in the record for future reference, which means all employees should avoid unprofessional behavior.

In addition, if the complaint is found to be baseless after the investigations, the organization might take action against the person who sent this letter and made a request due to his grudges. The severity of the disciplinary action might exceed the termination limit, and requesting to fire an employee based on individual issues is simply unacceptable to organizations.

Sample Request Letters

#1

I am writing to formally request disciplinary action against XYZ, a member of our sales team. He often displays insubordination and does not follow instructions or direct orders.

In particular, on October 20, 20XX, he failed to follow the monthly sales report instructions. Despite my reminders, he openly disregarded the directive, which delayed the report. His behavior was unprofessional and disrupted our team’s workflow. Therefore, I recommend that appropriate disciplinary measures be considered to address this issue.

I would appreciate your immediate attention to this matter.

#2

I am bringing your attention to an ongoing issue regarding XYZ. He has been showing persistent delay over the past two months. Despite multiple verbal warnings, he has been late in September and October. As a result, our department’s workflow is being affected.

Considering the issue, I believe formal disciplinary action may be necessary to address it. Therefore, I seek your assistance regarding the next steps for appropriate action against XZY.

Your immediate attention to the matter would be highly appreciated. 

#3

I am writing to urgently request disciplinary action against John Doe in response to his recent unprofessional conduct. On October 18, 20XX, Mr. Doe confronted a coworker in the office. During the argument, he used inappropriate language and failed to adhere to our standards for appropriate workplace conduct.

His actions violated our code of conduct. Given the seriousness of this behavior, I recommend a formal disciplinary process to address the issue. In fact, immediate action is necessary to ensure that such unprofessional behavior is not displayed in the future.

Thank you for addressing this matter urgently.

#4

Date
Name
Address

Dear Roger James,

I request that you take disciplinary action against Ms. Sarah William, Supervisor of the Sales Team.

Ms Sarah had a baby last year and was on maternity leave for three months. Since she came back, her performance has continuously declined. She was a star in my department and has received many awards for good performance from our company, which is why I understood and gave her time to adjust to her new routine with the baby. But her excuses have become never-ending, and the department’s performance has suffered.

As a manager, I have given her enough time to show results, which she has failed to do. Now, I request that the HR department take disciplinary action against her, whatever action you deem appropriate in this scenario.

Let me know if you need any more details or documents.

Regards,

John Steven.

Request Letter for Disciplinary Action

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