> ## Documentation Index
> Fetch the complete documentation index at: https://docs.levelset.io/llms.txt
> Use this file to discover all available pages before exploring further.

# Viewing Discipline History

> How to review infraction records and discipline history

# Viewing Discipline History

This guide shows you how to access and interpret discipline records in Levelset.

## Viewing Team Overview

### Access the Dashboard

1. Click **Discipline** in the navigation menu
2. 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)

**Infraction List**
Each infraction shows:

* Date of the incident
* Type of infraction
* Point value
* Who submitted it
* Notes/details

**Actions Taken**

* 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 |

<Note>
  Threshold names and values are configured by your organization. The above are examples.
</Note>

## Using History for Decisions

### Before Taking Action

When considering disciplinary action:

1. **Review the full history** - Don't just look at recent incidents
2. **Look for patterns** - Are infractions isolated or repeated?
3. **Check dates** - How recent are the incidents?
4. **Read the notes** - Understand the context of each incident
5. **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

<Warning>
  Discipline records contain sensitive employee information. Only access records for legitimate business purposes.
</Warning>

### 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

<AccordionGroup>
  <Accordion title="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.
  </Accordion>

  <Accordion title="Can infractions be removed?">
    Infractions entered in error can be corrected by administrators. Legitimate infractions remain in the record permanently.
  </Accordion>

  <Accordion title="Who can see that I viewed a record?">
    Viewing discipline records does not notify the employee or create a visible log to other users.
  </Accordion>

  <Accordion title="Can I export discipline records?">
    Export functionality depends on your organization's setup. Contact your administrator for records needed for HR or legal purposes.
  </Accordion>

  <Accordion title="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.
  </Accordion>
</AccordionGroup>