7 Employee Write-Up Examples for Common Workplace Issues

Having examples of employee write-ups can help you understand the right tone and format. Here are seven common scenarios with guidance on how to document them effectively.

1. Attendance / Tardiness

Attendance issues are the most common reason for employee write-ups. Be specific about dates and times. Document the pattern, not just individual instances. Note any impact on the team or business operations.

2. Performance Issues

Performance write-ups should reference specific metrics or expectations that aren't being met. Include examples of the performance gap and what "good" performance looks like. Reference any prior coaching or verbal discussions.

3. Insubordination

Document the specific directive that was given, who gave it, and how the employee refused or failed to comply. Note any witnesses. Insubordination write-ups should be particularly clear about the chain of command and expectations.

4. Policy Violations

Reference the specific policy by name and section if possible. Describe exactly how the employee violated it. Note whether the employee was previously trained on or acknowledged the policy.

5. Safety Violations

Safety write-ups are especially important because they can have legal implications. Document the specific safety rule violated, the potential consequences of the violation, and any corrective training required.

6. Harassment or Misconduct

These require careful documentation and often involve HR or legal counsel. Document what was reported, who was involved, and what investigation was conducted. Follow your company's specific harassment policy.

7. Unauthorized Absence

Document the dates of absence, that no prior approval was obtained, and any attempts to contact the employee. Note the impact on operations and any applicable no-call/no-show policies.

Generate Professional Write-Ups Instantly

Use our free employee write-up generator to create properly formatted documentation for any of these scenarios. It's fast, free, and follows HR best practices.