DISCIPLINARY ACTION PROCESS

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[ ] Fetch Employee Record: Retrieve existing employee data from the Employee Data Model to identify the subject of the disciplinary action.
[ ] Create Disciplinary Incident Record: Create a new entry in the Disciplinary Log data model to document the details of the incident.
[ ] Assign Investigation Task: Create a task for the Direct Manager to conduct an initial investigation into the incident.
[ ] Update Incident Severity: Update the newly created incident record with the determined severity level (e.g., Low, Medium, High) after investigation.
[ ] Retrieve Employee History: Get all previous disciplinary entries for the specific employee to check for patterns of behavior.
[ ] Calculate Total Past Infractions: Aggregate the count of previous disciplinary entries for this employee to determine if escalation is required.
[ ] Determine Escalation Level: Execute a formula based on the number of past infractions to decide if the process moves to 'Warning' or 'Final Warning' stage.
[ ] Conduct Disciplinary Meeting: Create a task for HR and the Manager to hold the formal disciplinary hearing.
[ ] Record Meeting Minutes: Update the Disciplinary Incident record with the notes, evidence, and employee statements from the meeting.
[ ] Draft Formal Warning Letter: Create a task for HR to draft the official written warning document.
[ ] Notify Employee of Outcome: Send an automated email to the employee detailing the outcome of the disciplinary process and any next steps.
[ ] Notify Management: Send an email to the Department Head and HR Director regarding the finalized disciplinary action.
[ ] Update Employee Status: Update the Employee Data Model to reflect any changes in standing or probation status.
[ ] Schedule Follow-up Review: Create a task to review the employee's performance/conduct after a set period (e.g., 30 or 90 days).
[ ] Generate Disciplinary Summary Report: Create a monthly report summarizing all disciplinary actions taken within the department for management review.

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