Cafe Disciplinary Meeting Minutes

I. Meeting Details

Date	[MM-DD-YYYY]
Time	[HH:MM AM/PM]
Location	[Location]
Chairperson	[Name], HR Manager

II. Attendees

Name	Position	Present (Y/N)
[Name]	HR Manager	Y
[Name]	HR Coordinator	Y
[Name]	[Employee Name]'s Supervisor	Y
[Employee Name]	[Job Title]	Y

III. Meeting Agenda

Item	Description	Time Allotted
1. Investigation of Misconduct Allegations	Conduct a thorough investigation into allegations of employee misconduct.	15 min
2. Disciplinary Meeting Preparation	Prepare for the disciplinary meeting by compiling all relevant documentation.	10 min
3. Conducting the Disciplinary Meeting	Facilitate the disciplinary meeting with the employee in question.	30 min
4. Implementing Disciplinary Actions	Communicate the outcome of the disciplinary meeting to the employee.	15 min
5. Follow-Up and Monitoring	Monitor the employee's progress following the disciplinary actions.	10 min

IV. Discussion Summary

Investigation of Misconduct Allegations: [Name], HR Manager, conducted a thorough investigation into allegations of employee misconduct. Findings were summarized in a report, and recommended disciplinary actions were prepared by [MM-DD-YYYY].
Disciplinary Meeting Preparation: [Name], HR Coordinator, prepared for the disciplinary meeting by compiling all relevant documentation and scheduling the meeting. The meeting room was set up, and all necessary materials were ready by [MM-DD-YYYY].
Conducting the Disciplinary Meeting: [Name], HR Manager, facilitated the disciplinary meeting with the employee in question. The findings of the investigation were presented, and the alleged misconduct was discussed. The employee provided their side of the story, and appropriate disciplinary actions were determined. The outcomes of the meeting were documented.
Implementing Disciplinary Actions: [Name], HR Manager, communicated the outcome of the disciplinary meeting to the employee in writing. Details of the disciplinary actions, including any consequences or conditions, were provided. The employee was informed of the expectations moving forward, and support was offered as needed.
Follow-Up and Monitoring: [Name], HR Manager, will monitor the employee's progress following the disciplinary actions. Follow-up meetings will be scheduled to discuss performance and adherence to the disciplinary measures. Guidance and support will be provided to help the employee improve their behavior and performance.

V. Action Items

Task	Assigned to	Deadline	Status
Conduct thorough investigation	[Name]	[MM-DD-YYYY]	Completed
Prepare for disciplinary meeting	[Name]	[MM-DD-YYYY]	Completed
Facilitate disciplinary meeting	[Name]	[MM-DD-YYYY]	Completed
Communicate outcome of meeting to employee	[Name]	[MM-DD-YYYY]	In Progress
Monitor employee's progress and conduct follow-up	[Name]	[MM-DD-YYYY]	In Progress

VI. Additional Notes

[Employee Name] has acknowledged receipt of the disciplinary actions and understands the expectations moving forward.
The next follow-up meeting with [Employee Name] is scheduled for [MM-DD-YYYY] at [HH:MM AM/PM] at [Location].