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A Disciplinary Action Notice documents formal warnings or consequences when employees violate workplace rules or policies in Austrian organizations. It creates an official record of misconduct, outlines specific incidents, and details the corrective measures required under Austrian labor law (Arbeitsrecht).

These notices play a crucial role in Austria's progressive discipline system, protecting both employers and workers by ensuring fair treatment and clear documentation. They typically specify the violation, reference relevant company policies, and outline potential consequences - from verbal warnings to termination - while giving employees a chance to improve their conduct.

Issue a Disciplinary Action Notice when an employee's conduct requires formal documentation under Austrian labor law. Common triggers include repeated tardiness, unauthorized absences, poor performance after verbal warnings, workplace safety violations, or inappropriate behavior toward colleagues. The key is acting promptly after discovering the issue.

Use this notice to establish a clear paper trail before taking serious disciplinary steps like suspension or termination. Austrian courts expect employers to show they followed proper warning procedures and gave employees fair chances to improve. Having well-documented notices helps protect your organization from wrongful termination claims while encouraging positive behavior changes.

• Verbal Warning Documentation: Records initial infractions and conversations, serving as the first formal step in Austrian progressive discipline
• Written Warning Notice: Details specific violations and required improvements, typically issued after verbal warnings
• Final Warning Notice: Indicates serious misconduct or continued issues, often the last step before termination
• Performance-Based Notice: Focuses on work quality, productivity, or skill-related issues rather than conduct
• Safety Violation Notice: Specifically addresses workplace safety infractions under Austrian health and safety regulations

• HR Managers: Draft and issue Disciplinary Action Notices, ensure compliance with Austrian labor laws, and maintain documentation
• Department Supervisors: Report incidents, recommend disciplinary actions, and provide detailed accounts of workplace violations
• Employee Representatives: Review notices, participate in disciplinary meetings, and protect workers' rights under Austrian labor law
• Legal Counsel: Review notices for legal compliance, advise on proper documentation, and support potential legal proceedings
• Affected Employees: Receive notices, acknowledge receipt, respond to allegations, and implement required improvements

• Document Incidents: Collect detailed dates, times, and descriptions of specific violations or performance issues
• Gather Evidence: Compile witness statements, performance records, or relevant communication trails
• Review Policies: Reference specific company rules or Austrian labor regulations that were violated
• Set Clear Goals: Define measurable improvement targets and reasonable timeframes for correction
• Format Properly: Use our platform's Austrian-compliant templates to ensure all legal requirements are met
• Prepare Delivery: Schedule a private meeting, arrange for an employee representative if required by law

• Employee Details: Full name, position, department, and employment duration
• Incident Description: Specific details of the violation, including date, time, and location
• Policy Reference: Citations of specific workplace rules or Austrian labor regulations violated
• Previous Warnings: Documentation of prior disciplinary actions or verbal warnings
• Corrective Actions: Clear expectations for improvement with specific deadlines
• Consequences Statement: Potential outcomes if behavior continues
• Acknowledgment Section: Space for employee, manager, and witness signatures with dates
• Appeal Rights: Information about the employee's right to contest under Austrian law

A Disciplinary Action Notice differs significantly from a Disciplinary Letter in several key aspects, though both deal with workplace conduct issues. Understanding these differences helps ensure you're using the right document for your situation under Austrian labor law.

• Legal Formality: Disciplinary Action Notices are formal documents that initiate official disciplinary proceedings, while Disciplinary Letters serve as more general written communications about conduct concerns
• Timing and Purpose: Notices typically follow specific incidents and require immediate action, whereas Letters often address ongoing patterns or serve as preliminary warnings
• Documentation Requirements: Notices must include specific legal elements required by Austrian labor law, while Letters can be more flexible in format and content
• Consequences: Notices often specify concrete disciplinary measures and deadlines, while Letters usually focus on guidance and improvement suggestions