Made for Human Resources Specialists
Check Consistency Before Corrective Action
45 min
Advanced
Human Resources Specialist
Make a Decision
Career outcome:
Avoid Professional Risk
Compare a proposed corrective action with the record, policy language, similar cases, protected activity, and questions the employee is likely to raise.
Create a free account to save your progress and use this Playbook.
Use this when
You have a proposed warning, suspension, final warning, demotion, or termination to review before the decision is approved or communicated.
You'll need
- Action type
- Proposed action
- Documented facts
- Employee response
- Policy language
- Past cases
- Risk flags
- Escalation rules
- Decision constraints
You'll get
- Confirmed, disputed, and missing facts separated
- Relevant policy language matched to the proposed action
- Past cases compared on meaningful factors
- Protected activity and related timing flags recorded
- Proceed, revise, pause, or escalate recommendation stated
- Required approvals and follow-up owners listed
By the end of this playbook
You will have:
- Confirmed, disputed, and missing facts separated
- Relevant policy language matched to the proposed action
- Past cases compared on meaningful factors
- Protected activity and related timing flags recorded
- Proceed, revise, pause, or escalate recommendation stated
- Required approvals and follow-up owners listed
Sample
This is sample data, not your prompt. Pro unlocks this higher-stakes Playbook. On Free Playbooks you can still copy the assembled prompt into any AI.
Sample input
Action type: Final written warning Proposed action: A manager requested a final written warning after four late arrivals in six weeks. Documented facts: Time records confirm four late punches. Two coaching emails are in the file. One email states that another incident may lead to further action. Employee response: Two dates may have been approved schedule changes. The employee also says the scheduling system displayed the wrong start time on one date. Policy: Progressive discipline is allowed based on frequency, prior notice, and seriousness. The policy doesn't require a fixed number of incidents. Past cases: Two employees received written warnings after three late arrivals. Another received a final warning after six late arrivals and two earlier warnings. Risk flags: The employee requested a schedule accommodation three weeks ago. Escalation rules: Final warnings require HR director approval. Accommodation-related timing concerns require employee relations review.
Sample assembled prompt
Recommendation: Pause for More Facts Decisive... Consistency finding: A final warning appears... The available comparator that received a... Open items: - Confirm the approved... - Review the scheduling system record... - Confirm whether the accommodation request... - Ask the manager to explain... - Obtain employee relations and HR... Status: Don't issue the warning...