Viewing Discipline History
This guide shows you how to access and interpret discipline records in Levelset.Viewing Team Overview
Access the Dashboard
- Click Discipline in the navigation menu
- You’ll see all employees with their current status
What the Overview Shows
| Column | What It Means |
|---|---|
| Employee Name | Who the record is for |
| Role | Their current role |
| Points | Total accumulated points |
| Last Infraction | Most recent documented incident |
| Status | Whether action is recommended |
Finding Employees
- Scroll through the list
- Search by name using the search box
- Filter by status (e.g., only those needing action)
Viewing Individual History
Open an Employee’s Record
Click on any employee row to expand their full discipline history.What You’ll See
Summary Section- Total current points
- Number of infractions
- Recommended action (if any)
- Date of the incident
- Type of infraction
- Point value
- Who submitted it
- Notes/details
- Warnings delivered
- Conversations documented
- Other actions recorded
Understanding Point Totals
How Points Work
- Each infraction type has an assigned point value
- Points are added when infractions are documented
- Points may expire after a period (if configured)
Point Expiration
Some organizations set points to expire over time. For example:- Points might expire after 6 months
- This rewards sustained good behavior
- Check with your administrator about your organization’s policy
Thresholds
When points reach certain levels, actions are recommended:| Status | Meaning |
|---|---|
| No action | Below first threshold |
| Verbal warning | First threshold reached |
| Written warning | Second threshold reached |
| Final warning | Third threshold reached |
| Termination | Maximum threshold reached |
Threshold names and values are configured by your organization. The above are examples.
Using History for Decisions
Before Taking Action
When considering disciplinary action:- Review the full history - Don’t just look at recent incidents
- Look for patterns - Are infractions isolated or repeated?
- Check dates - How recent are the incidents?
- Read the notes - Understand the context of each incident
- Verify prior actions - Were previous warnings given?
During One-on-Ones
Use discipline history in development conversations:- Acknowledge improvement if infractions have stopped
- Discuss patterns if issues are recurring
- Set clear expectations for the future
For Performance Reviews
Discipline history provides objective documentation:- Reference specific incidents with dates
- Note improvement over time
- Document ongoing concerns if applicable
Privacy and Access
Who Can See What
| Role Level | Access |
|---|---|
| Operators | All employee records |
| Leadership | Usually all records (depends on settings) |
| Others | Varies by organization |
Confidentiality
- Don’t share discipline information with unauthorized people
- Don’t discuss one employee’s record with other employees
- Keep screens private when viewing sensitive data
Common Questions
How long are records kept?
How long are records kept?
Infraction records are kept permanently for documentation purposes. However, points may expire based on your organization’s settings, even though the record remains visible.
Can infractions be removed?
Can infractions be removed?
Infractions entered in error can be corrected by administrators. Legitimate infractions remain in the record permanently.
Who can see that I viewed a record?
Who can see that I viewed a record?
Viewing discipline records does not notify the employee or create a visible log to other users.
Can I export discipline records?
Can I export discipline records?
Export functionality depends on your organization’s setup. Contact your administrator for records needed for HR or legal purposes.
Why does the employee show fewer points than their infractions add up to?
Why does the employee show fewer points than their infractions add up to?
Points may have expired. The point total reflects only active (non-expired) points, while the infraction list shows all documented incidents.