Dimensions

Dimension	Description
Behavior	Type of behaviour defined for coaching. For example, early departure would indicate that the employee left work without authorization before the end of the work day.
Coaching Employee Key	Unique identifier assigned to the employee receiving coaching.
Coaching Entity	Organization, department, or specific unit responsible for conducting the coaching session. This entity oversees the coaching process and ensures it aligns with the employee's development goals.
Coaching Incident Date	Date when the specific incident or situation that triggered the need for coaching occurred. This helps in understanding the context and reason behind the coaching session.
Coaching Key	Coaching Key, a unique identifier assigned to each coaching session.
Coaching Overview Key	Unique identifier that links to the overall summary or record of the coaching sessions the employee has under gone.
Coaching Status	Status of coaching emails, such as 0,1, and others.
Coaching Type	Types are used to identify the core issue or policy involved in a coaching note or action. For example, types can include categories such as absent full day or absent partial day. Each type can be associated with a relevant category.
Coaching Updated By Grievance	Indicates of the corrective action is updated by grievance.
Desired Behavior	Behavior that an employee is expected to implement.
Follow-Up Date	An email is sent to coaching with a follow-up date that falls between the action date and the specified number of days. Email is sent only for coaching that has a status of Presented. Email is not sent if a follow-up notification has already been sent.
Follow-Up Sent	Count of email follow-up those are sent for coaching. An email is sent to coaching with a follow-up date that falls between the action date and the specified number of days.
Group	An organization may have different rules for different areas or groups of people. For example, the East Coast location may have different policies than the West Coast. Groups are set up by an Administrator or HR Generalist on the group screen for employee relations.
Manager	Individual responsible for conducting the coaching session. The manager guides, provides feedback, and supports the employee in their development.
Status State	Current state of the grievance, such as canceled, draft, and presented.
Meeting Date	Scheduled date for the coaching session. This is when the employee and the manager meet to discuss performance, set goals, and work on areas of improvement.
Behavior	Specific actions, conduct, or demeanor exhibited by an employee that may have prompted disciplinary attention.
Consequence	Repercussions or corrective measures taken, such as warnings, suspensions, or terminations, providing a clear record of how the organization responded to the behavior in question.
Corrective Actions	Type of disciplinary action taken against an employee, such as a warning, suspension, or termination.
Corrective Actions Coaching Key	Discipline coaching ID for the employee.
Corrective Actions Key	Unique identifier code associated with a specific type of disciplinary action within the organization's records.
Corrective Actions Status	Current state of the disciplinary action, such as draft, in review, issued, canceled, inactive, and others.
Corrective Actions Step	Specific phase or stage in the disciplinary process. It helps in tracking the progression of the action.
Corrective Actions Type	Category or nature of the disciplinary action taken, offering insight into the type of measure being addressed.
Corrective Actions Updated By Grievance	Record was updated in response to a grievance. The relationship between the grievance and updates to the disciplinary action.
Days Away	Number of days an employee is absent from work as a result of disciplinary action, such as suspension. It tracks the duration of enforced leave or absence, providing insight into the impact and severity of the consequence imposed.
Desired Behavior	Expected behavior that an organization aims to see from the employee following a disciplinary action.
Follow Up Sent	Follow-up sent indicates that a communication or notification was dispatched to review the employee's status or compliance after a disciplinary action.
Group	Several different policies for corrective action and grievance procedures depending on functional area, location, union, or other factors. A group definition is used to define the calendar for grievances.
Meeting Duration	Length of time spent in hourly basis in the disciplinary meeting with the employee.
Meeting End Time	Time and date at which the disciplinary meeting concluded.
Meeting Start Time	Time and date at which the disciplinary meeting started.
Review Complete	Date and time of the completion of the review process for the disciplinary action.
Sent For Review	Date when the disciplinary action was forwarded for review. It tracks the progress and approval stages of the action.
Corrective Actions Incident Date	Incident date on which the discipline grievance is created.
Date Acknowledged	Date and time on which the employee formally acknowledged the disciplinary action.
End Date	End date, when a disciplinary action against an employee officially ends.
End Date Reminder	End date reminder is a notification set to alert relevant parties before the disciplinary action concludes.
Follow Up Date	Follow-up date is a scheduled date to review the employee's progress or compliance after a disciplinary action.
Inactive Date	Inactive Date when a disciplinary action is no longer active or enforceable against an employee.
Incident Date	Date on which the event or behavior leading to disciplinary action occurred. It serves as the reference point for evaluating the timeline and context of the disciplinary process.
Issue Date	Date when a disciplinary action was initiated. It helps track and prioritize the most recent and active disciplinary measures taken against an employee.
Meeting Date	Date and time on which a disciplinary meeting occurred with the employee. It is used to document and review the timing of discussions related to disciplinary actions.
Active	Discipline rule is currently active or not. If marked as active, the discipline setup rule is in effect and being applied to disciplinary cases. If inactive, the rule is not being enforced.
Description	Description of the discipline setup rule
Corrective Actions Step Rule	Detail description of the discipline setup rule.
End After Unit Type	Unit of measurement such as days, weeks, months, and years used to define the duration after which the discipline step is considered complete or no longer applicable.
End After Units	Number of units as defined by the End After Unit Type that must pass before the discipline step is concluded or expires. For example, if the End After Unit Type is days and the End After Units is 30, the discipline step will end after 30 days.
Status State	Current state of the grievance, such as canceled, draft, in review, inactive, and others.
Correspondence Entity	Organization, department, or individual responsible for creating and sending the correspondence.
Correspondence Key	Unique identifier number assigned to each of the correspondence.
Email Time Sent	Specific time when the email was sent to the recipient. This helps in tracking the timeliness and sequence of the correspondence.
Current Step	Present stage in the grievance process. It helps determine the current status and next steps required.
Discrimination Type	Nature of any alleged discrimination involved in the grievance action. It helps in addressing and resolving discrimination issues. For example, race, gender, age, color, and others.
Grievance	Unique identifier assigned to each grievance. It helps in organizing and tracking individual grievances efficiently.
Grievance Coaching Key	Grievance coaching id for the employee.
Grievance Incident Date	Incident date on which the grievance is created.
Grievance Key	Unique identifier assigned to each grievance with a prefix of the Organization.
Grievance Shift	Employee’s work shift or schedule. It helps in understanding the context of the incident and the employee’s working hours.
Grievance Status	Current state of the grievance, such as active, resolved, withdrawn, and others.
Grievance Type	Current state of the grievance, such as active, resolved, withdrawn, and others.
Grievance Union	Group that can file a grievance on behalf of a collective of employees. For example, this could be a union representing its members, a team, or an entire shift.
Group	Several different policies for corrective action and grievance procedures depending on functional area, location, union, or other factors. A group definition is used to define the calendar for grievances.
Incident Date	Date on which the event or behavior leading to Grievance occurred. It serves as the reference point for evaluating the timeline and context of the grievance process.
Issue	Specific problem or behavior that triggered the grievance action. It helps in understanding the reason behind the action.
Position	Employee’s job title or role within the organization. It provides context regarding the employee’s responsibilities and level.
Precedent	Either true or false, meaning that this type of grievance is linked to previously resolved grievances that might be related. For example, if a similar situation occurred in the past, the previous resolution could influence how the current grievance is addressed.
Received Date	Date when the grievance or related document was received.
Requested Resolution	Resolution or outcome requested by the employee or manager regarding the grievance.
Resolution	Final outcome or decision made regarding the grievance action. It provides closure and documentation of the action taken.
Resolution Details	Detailed explanation of how the grievance issue was resolved.
Resolved Date	Date when the grievance was officially resolved
Amount	Monetary value associated with the grievance, such as fines or compensation, helping to quantify the financial impact of the action.
Comments	Additional notes or observations related to the grievance. It offers context and details beyond the standard attributes
Cost Type	Category of costs associated with the grievance such as court fees, attorney fees, legal fees, and more.
Currency	Type of currency used for the amount related to the grievance such as USD, INR, YEN.
Grievance	Unique identifier assigned to each grievance. It helps in organizing and tracking individual grievances efficiently.
Grievance Cost Key	Unique identifier assigned to each grievance cost with a prefix of the Organization.
Last Modified	Date and time when the grievance was last updated. It helps in tracking recent changes and updates.
Sequence Number	Unique number assigned to the grievance for tracking and ordering purposes.
Corrective Actions	Type of disciplinary action taken against an employee, such as a warning, suspension, or termination.
Discrimination Type	Nature of any alleged discrimination involved in the grievance action. It helps in addressing and resolving discrimination issues. For example, race, gender, age, color, and others.
Employee	Unique identifier of an employee who has been subject to a performance improvement or corrective action process.
Grievance	Unique identifier assigned to each grievance. It helps in organizing and tracking individual grievances efficiently.
Grievance Corrective Actions Date	Current state of the grievance, such as active, resolved, withdrawn, and others.
Grievance Corrective Actions Status	Category or nature of the grievance, offering insight into the type of issue being addressed.
Grievance Corrective Actions Type	Category or nature of the grievance, offering insight into the type of issue being addressed.
Grievance Key	Unique identifier assigned to each grievance with a prefix of the organization.
Group	Several different policies for corrective action and grievance procedures depending on functional area, location, union, or other factors. A group definition is used to define the calendar for grievances.
Resolution	Final outcome or decision made regarding the grievance action. It provides closure and documentation of the action taken.
Resolved Date	Date when the grievance was officially resolved
Status State
Discrimination Type	Nature of any alleged discrimination involved in the grievance action. It helps in addressing and resolving discrimination issues. For example, race, gender, age, color, and others.
Grievance Key	Unique identifier assigned to each grievance with a prefix of the organization.
Grievance Precedent Status	Current state of the grievance, such as active, resolved, withdrawn, and others.
Grievance Precedent Type	Category or nature of the grievance, offering insight into the type of issue being addressed.
Group	Several different policies for corrective action and grievance procedures depending on functional area, location, union, or other factors. A group definition is used to define the calendar for grievances.
Precedent Grievance	Unique identifier assigned to each precedent grievance.
Precedent Grievance Key	Unique identifier assigned to each precedent grievance with a prefix of the organization.
Precedent Incident Date	Date of a previous incident that serves as a precedent for the grievance. It provides context and background.
Resolution	Final outcome or decision made regarding the grievance. It provides closure and documentation of the action taken.
Resolved Date	Date when the grievance was officially resolved.
Status State	Current state of the grievance, such as active, resolved, withdrawn, and others.
Active	Indicates that the grievance is currently being addressed and is active.
Description	Detailed explanation of the grievance, including the nature of the issue, and any relevant context. This helps in understanding the grievance fully to ensure an appropriate resolution.
Grievance Resolution	Process or outcome aimed at addressing and resolving the grievance. It involves reviewing the grievance, determining the appropriate actions, and implementing a solution that satisfies the complainant or resolves the issue.
Grievance Resolution Key	Unique identifier number used to track and manage the specific grievance throughout the resolution process.
Calculated Due Date	Date by which the grievance must be resolved or escalated to the next step in the process.
Grievance	Formal complaint number raised, usually related to a workplace or service issue, that triggers the grievance process.
Grievance Step	Specific stage in the grievance process where certain actions, such as investigations or responses, must occur. Each step has its own rules, timelines, and responsibilities to resolve the grievance.
Initiated Date	Date on which the grievance was first filed or initiated. This marks the start of the grievance process and determines the timeline for subsequent steps.
Responded Date	Date when a formal response was provided for the grievance. This is critical for tracking whether responses are made within the allowed time frames at each step.
Responder	Employee responsible for addressing and responding to the grievance at the current step. The responder’s actions are essential for moving the grievance through the process.
Response	Formal answer or action taken by the responder to address the grievance. This response is documented and may determine if the grievance moves to the next step or is resolved.
Response Due Date	Deadline by which the responder must provide a response to the grievance in the current step. Meeting this date ensures the grievance process proceeds on schedule.
Step	Refers to the current stage in the grievance process. Each grievance typically passes through multiple steps.
Status State	Current state of the grievance, such as active, resolved, withdrawn, and others.