HR compliance workflow for Tallyfy

Handle disciplinary actions fairly and consistently

Disciplinary processes are legally sensitive and emotionally charged. Without a clear procedure, managers handle situations inconsistently, creating legal exposure and employee distrust. This template ensures every case follows proper steps with full documentation.

7 steps

4 fields

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Human Resources investigation

Run this workflow in Tallyfy

Import this template into Tallyfy and capture the employee name, email, department, and manager in the kickoff form to start each case

Configure the 7-step process in Tallyfy with deadlines for investigation, meeting invitation, and outcome notification with form fields for capturing meeting notes

Track each disciplinary case through Tallyfy with real-time visibility into which step HR is on and full documentation for audit purposes

Import this template into Tallyfy

Process steps

Get an initial understanding

5 days from previous step

task

Start by understanding exactly what happened. Talk to the manager and anyone who witnessed the incident. Do not jump to conclusions - gather facts first. Write down dates, times, and specific behaviors. This initial fact-finding sets the foundation for everything that follows.

Form fields in this step

Notes

Investigate thoroughly

5 days from previous step

task

Dig deeper into the facts. Review any relevant documents, emails, or records. Interview witnesses separately and privately. Keep detailed notes of who said what. Your goal is to build a complete picture before taking any action.

Invite the employee to a disciplinary meeting

5 days from previous step

task

Send a written invitation with at least 48 hours notice. Be clear about the nature of the concerns and their right to bring a colleague or representative. Keep the tone professional, not accusatory. This formal step protects both the employee and the company.

Conduct the disciplinary meeting

5 days from previous step

task

Present the concerns clearly and let the employee respond fully. Listen without interrupting. Ask clarifying questions. Take detailed notes of everything said. This is their chance to give their side - make sure they feel heard even if you disagree.

Form fields in this step

Disciplinary meeting notes

Decide on action to take

5 days from previous step

task

Review all the evidence and consider what the employee said. Be consistent - check how similar cases were handled before. Options range from no action to verbal warning, written warning, final warning, or dismissal. Document your reasoning clearly.

Confirm the outcome in writing

5 days from previous step

task

Send the employee a formal letter within 5 days of the decision. Include what happened, the action being taken, and when it takes effect. Explain what improvement you expect and by when. Keep a copy in their personnel file.

Right to appeal

5 days from previous step

task

Tell the employee they can appeal the decision and how to do it. Set a clear deadline for appeals - usually 5 to 10 working days. If they appeal, have a different manager review the case. Document everything in case this goes further.