An employee's performance, conduct, attendance, or policy compliance is a problem — and you need to document it properly before it can lead to termination? An Employee Warning / Disciplinary Write-Up / Performance Improvement Plan (a “write up form,” an “employee warning notice,” a “disciplinary action form,” a “written warning,” a “PIP”) is the DISCIPLINE bookend of PaperKit's HR lifecycle: form the company, hire the person, sign the offer letter, the CIIA and the non-compete — and, when things go wrong, paper the discipline before you ever paper the separation. It's what managers and HR search for by name. PaperKit builds the right one: pick the action — a DOCUMENTED VERBAL WARNING, a formal WRITTEN WARNING, a last-chance FINAL WRITTEN WARNING before termination, or a structured PERFORMANCE IMPROVEMENT PLAN (PIP) — and it reshapes the whole notice, its title and its tone. Then pick the issue category — JOB PERFORMANCE, WORKPLACE CONDUCT, ATTENDANCE & PUNCTUALITY, or a POLICY VIOLATION — which rewrites the statement-of-issue and the expectations. Lay out the fix in an improvement-goals action plan: each goal, its target date, and how success will be measured — the heart of a real PIP. Every section a proper disciplinary notice expects is here and toggleable: the statement of the issue, the required improvements and expectations, a review period with check-ins, the support and resources offered, the consequences of failing to improve (up to and including termination), a reference to prior warnings, the employee's right to respond, and an at-will / not-a-contract reminder so the notice never accidentally creates a promise of continued employment. It's self-drafted: the manager or HR reviews and e-signs online, the employee signs a printed acknowledgment-of-receipt line, and you download the clean PDF. (This is a template, not legal advice; a write-up does not change at-will status, and discipline practice varies by employer policy and by state — confirm yours with counsel or a qualified HR professional before relying on this form.)
The big lever — it reshapes the whole notice, its title and its tone.
Written warning — a formal disciplinary notice documenting the issue, the required improvement and the consequences.
The lever that rewrites the statement-of-issue and the expectations.
Job performance — quality, accuracy or productivity of the work.
The person being disciplined. They sign a printed acknowledgment-of-receipt line — signing acknowledges receipt, not necessarily agreement.
The heart of a PIP (and useful in any warning): each specific, measurable goal, its target date, and how success will be measured. Add as many as you need.
The manager or HR lead delivering the discipline. You draft and e-sign online; the employee signs the printed acknowledgment line.
Turn on what applies. The statement of the issue, expectations, consequences, support, the employee's right to respond, the at-will reminder and the acknowledgment are on by default.
A real, section-by-section disciplinary notice with an improvement-goals action plan. The action type reshapes the whole notice; the issue category rewrites the statement-of-issue and expectations. Publish to get a hosted link you can e-sign online.
$9/mo — remove the DRAFT watermark + “Made with PaperKit” badge, unlimited clean-PDF notices, and Pro across every tool.
An employee warning / write-up / performance improvement plan is a template for convenience, not legal advice. A written notice does not change the at-will nature of employment or create a contract, and discipline practice varies by employer policy and by state and federal law. PaperKit is not a law firm and records electronic signature via the signer's typed name; confirm your process and any legal requirements with counsel or a qualified HR professional before relying on this form.