Overview

DSP Ops Center provides comprehensive compliance tracking and disciplinary management to help you maintain a safe, compliant operation. The compliance system monitors document expirations and missing records across your entire team, while the disciplinary module gives you a structured process for documenting warnings, suspensions, coaching, and terminations.

Compliance Management

Compliance Dashboard

Navigate to Compliance in the sidebar to access the compliance dashboard. This page provides a centralized view of your team's compliance status, highlighting items that need immediate attention and items approaching their expiration dates.

The dashboard is organized into two priority levels:

Tracked Compliance Items

DSP Ops Center monitors the following compliance categories for every employee:

Each item is tracked per employee and rolled up into the compliance dashboard for a team-wide view.

Per-Employee Compliance Status

To view the compliance status for a specific employee:

1. Navigate to Employees in the sidebar.
2. Click on the employee's name to open their profile.
3. Review the compliance section, which shows the status of each tracked item.

Each item displays one of three states:

• Valid — The document is on file and current.
• Expiring Soon — The document is approaching its expiration date (warning level).
• Expired / Missing — The document has expired or was never uploaded (critical level).

Dashboard Warnings

The main Dashboard includes a Compliance Warnings section that surfaces the most urgent items requiring attention. This gives you a quick summary without navigating to the full compliance page. Items shown here include:

• Documents expiring within the next 30 days
• Documents that are already expired
• Employees with missing required documents

Missing Document Detection

The compliance system scans your entire team for gaps in required documentation. Missing documents are flagged automatically — you do not need to manually check each employee's file. The compliance dashboard aggregates these gaps so you can see, at a glance, how many employees are missing each type of document.

Expired Document Badges

The sidebar navigation displays a badge next to the Compliance menu item when there are expired or critically overdue documents. This serves as a persistent visual reminder that items need attention, even when you are working in other sections of DSP Ops Center.

Disciplinary Actions

Overview

The disciplinary module provides a structured, auditable process for documenting employee disciplinary events. All actions are logged with timestamps, authorship, and signatures to create a complete paper trail.

Navigate to Disciplinary in the sidebar to access the disciplinary dashboard.

Disciplinary Action Types

DSP Ops Center supports four types of disciplinary actions:

Creating a Disciplinary Action

1. Navigate to Disciplinary in the sidebar.
2. Click New Action.
3. Select Employee — Choose the employee from the dropdown.
4. Select Type — Choose the appropriate action type (Coaching, Warning, Suspension, or Termination).
5. Set Date — Enter the date the action occurred or was issued.
6. Description — Provide a detailed description of the incident, behavior, or performance issue. Be specific and factual.
7. Evidence — Attach any supporting documentation, such as photos, screenshots, reports, or prior written communications.
8. Click Save to create the record.

Rolling 12-Month History

DSP Ops Center maintains a rolling 12-month disciplinary history for each employee. This window is used to evaluate patterns and determine appropriate escalation. When viewing an employee's disciplinary record, you will see all actions from the past 12 months displayed prominently. Older records are never deleted — they are preserved in the full history and can be viewed by scrolling past the 12-month summary or using the date range filter on the Disciplinary tab of the employee's profile.

Employee Acknowledgment

After a disciplinary action is created, the employee may be required to acknowledge the record. The acknowledgment process:

1. The employee is presented with the disciplinary record.
2. They review the details and provide an electronic signature.
3. The acknowledgment is timestamped and attached to the record.

If an employee refuses to acknowledge, open the disciplinary action record and add a note in the description or comments indicating the refusal, including the date and any witnesses present. The disciplinary action remains valid regardless of whether the employee signs — the refusal itself becomes part of the documented record.

Audit Trail

Every disciplinary action includes a complete audit trail:

• Created by — The user who created the record, with timestamp.
• Signatures — Electronic signatures from the issuing manager and the employee (if acknowledged).
• Modifications — Any changes to the record after creation are logged.

This audit trail is immutable and cannot be edited or deleted, ensuring the integrity of your disciplinary records for compliance and legal purposes.

Integration with Attendance

The disciplinary module integrates with the attendance tracking system. It is important to understand the distinction between the two:

• Recording an attendance incident (in the Attendance section) tracks the event itself — for example, noting that an employee was tardy on a specific date.
• Creating a disciplinary action (here) is the formal response to a pattern — for example, issuing a written warning after repeated tardiness.

You might have multiple attendance incidents recorded before creating a single disciplinary action that references all of them. The attendance record provides the data; the disciplinary action is the formal step you take based on that data.

When an employee accumulates attendance incidents (late arrivals, no-call no-shows, unapproved absences), the system can flag patterns that may warrant disciplinary action. This helps managers identify attendance problems early and document them consistently.

Common attendance-triggered scenarios:

• Multiple late arrivals within a rolling period
• Unapproved absences exceeding a threshold
• No-call no-show incidents

Integration with Performance

The disciplinary module also integrates with the performance tracking system. When an employee consistently scores below expectations on performance scorecards, the system supports creating coaching records tied to performance data. This creates a documented connection between performance metrics and the corrective actions taken.

Viewing Disciplinary History

Per employee:

1. Navigate to Employees and select the employee.
2. Open the Disciplinary tab on their profile.
3. View all disciplinary actions, sorted by date (most recent first).

Team-wide:

1. Navigate to Disciplinary in the sidebar.
2. Use the filters to search by employee, action type, date range, or status.
3. Review the list of all disciplinary actions across your team.

Best Practices

• Document everything — Even informal coaching conversations should be recorded. Consistent documentation protects both the company and the employee.
• Be timely — Create disciplinary records promptly after an incident. Delayed documentation is less credible and harder to recall accurately.
• Follow progressive discipline — In most cases, escalate through coaching, warning, suspension, and termination in order. Document the progression. Each step builds on the last, creating a defensible record if the situation reaches termination.
• Monitor compliance proactively — Do not wait for documents to expire. Use the warning-level alerts to initiate renewals well before the deadline.
• Review the dashboard regularly — Check the compliance dashboard at least weekly to catch new issues early.

Getting Help

If you have questions about compliance tracking or the disciplinary process, contact DSP Platform support through your account dashboard at dsp-platform.com.