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A Disciplinary Action Notice documents formal warnings or consequences given to employees who violate company policies or performance standards in Indonesian workplaces. It creates an official record of misconduct, outlines specific improvements needed, and helps protect both employers and workers under Indonesia's Manpower Law No. 13/2003.

The notice typically details the incident date, rule violation, expected corrections, and potential consequences for future infractions. Many Indonesian companies use this tool as part of their progressive discipline system, requiring employees to acknowledge receipt - making it valuable evidence if termination becomes necessary and legal disputes arise.

Issue a Disciplinary Action Notice when employees violate company policies, underperform consistently, or engage in misconduct that requires formal documentation under Indonesian labor laws. Common triggers include repeated tardiness, insubordination, policy breaches, or failure to meet performance targets after verbal warnings.

Time these notices strategically - send them soon after incidents while details are fresh, but allow enough time to gather evidence and witness statements. Indonesian companies often use them before final warnings or termination to demonstrate fair treatment and compliance with the three-strikes principle in Manpower Law No. 13/2003. This creates a clear paper trail for potential labor disputes.

• First Warning Notice: Documents initial policy violations or minor misconduct, typically containing improvement requirements and deadlines
• Final Warning Notice: Addresses serious or repeated violations, outlining strict corrective actions and termination risks
• Performance Improvement Notice: Focuses specifically on work quality or productivity issues, with measurable targets
• Attendance Violation Notice: Details tardiness or absence-related infractions, common in Indonesian manufacturing
• Gross Misconduct Notice: Handles severe violations that may warrant immediate disciplinary action under Indonesian labor laws

• HR Managers: Draft and issue Disciplinary Action Notices, ensure compliance with Indonesian labor laws, and maintain documentation
• Department Supervisors: Report incidents, provide evidence, and recommend disciplinary measures based on direct observation
• Employee Relations Teams: Review notices for fairness, mediate disputes, and advise on progressive discipline steps
• Affected Employees: Receive notices, acknowledge receipt, and follow prescribed corrective actions
• Labor Unions: Review notices affecting members, ensure fair treatment under collective agreements
• Legal Department: Verify notices meet Manpower Law requirements and protect company interests

• Document Incident Details: Gather dates, times, witnesses, and specific policy violations
• Review History: Compile previous warnings, performance reviews, and related documentation
• Verify Company Policy: Confirm exact rules broken and applicable sections of employee handbook
• Check Employment Contract: Ensure discipline aligns with employment terms and Indonesian labor laws
• Prepare Evidence: Collect witness statements, performance data, or relevant communications
• Draft Clear Actions: Specify expected improvements, deadlines, and consequences
• Plan Delivery: Schedule private meeting, arrange witness presence, prepare acknowledgment forms

• Employee Information: Full name, position, department, and employee ID number
• Incident Details: Specific violation description, date, time, and location
• Policy Reference: Exact company rules or regulations violated
• Corrective Actions: Clear steps for improvement with measurable targets and deadlines
• Consequences: Potential disciplinary measures for non-compliance
• Prior Warnings: References to previous disciplinary actions, if any
• Acknowledgment Section: Employee signature, date, and witness signatures
• Appeal Rights: Process for contesting the notice under Indonesian labor laws

While both documents address workplace conduct, a Disciplinary Action Notice differs significantly from a Disciplinary Procedure. Let's explore their key distinctions in the Indonesian legal context:

• Purpose and Scope: A Disciplinary Action Notice addresses specific incidents or violations, while a Disciplinary Procedure outlines the company's overall framework for handling misconduct
• Timing of Use: Notices are issued after specific infractions occur, whereas Procedures are established preventively as part of company policy
• Legal Status: Notices serve as evidence in labor disputes and termination cases, while Procedures function as reference documents for HR policy compliance
• Content Focus: Notices detail individual incidents, consequences, and corrective actions, whereas Procedures explain the steps, rights, and processes for all disciplinary situations