What should be included when documenting a disciplinary violation?

• A. Personal opinions about the inmate
• B. Objective facts, date/time, location, individuals involved, and proposed sanctions
• C. Only the date
• D. A copy of the grievance

Answer: (B)

When documenting a disciplinary violation, the focus is on creating a clear, objective record that can be reviewed and used in the process. The best practice is to include objective facts such as what occurred, the date and time, where it happened, who was involved or witnessed, and the proposed sanctions. This keeps the report neutral, verifiable, and useful for investigators and supervisors, and it helps ensure due process and consistency in handling all cases. Personal opinions should not be included because they’re subjective and can cloud judgment. Providing only the date leaves out essential context about the incident, making the record unclear. A copy of the grievance is not required as part of the disciplinary documentation itself; the disciplinary report should stand on the factual account, any supporting evidence, and the recommended sanctions, with references to relevant documents as needed.