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Type of Violation (check one) Attendance Misconduct Lateness or Early Quit Job Abandonment Unsatisfactory Performance Failure to Follow Instructions Willful Damage to Dress Code Policy Violation Violation of Safety Policies Unsatisfactory Performance Other: Material or Equipment Dishonesty Employer Statement Date of Incident.
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Dismissal FAQ
It is emphasized that a written warning should only be issued after having followed a fair procedure, whereby the accused has been afforded the opportunity to present his case in answer to the charges against him.
Typically, you give one verbal warning and two written warnings (one initial and one final) before dismissing them. However, in cases of severe or gross misconduct, you may dismiss the employee without prior warning.
As advised at our meeting on [date], your performance has not improved and continues to be unsatisfactory. This is a final written warning. If significant improvement in your behavior is not achieved by [date] and you continue to [behave inappropriately], we may terminate your employment.
However, for a warning to be legally recognised, in other words, one that can be relied upon by an employer in the context of any future tribunal claim to show that a fair disciplinary procedure has been followed, any warning should only be issued following a full disciplinary investigation and hearing.
However, some common reasons for issuing a written warning include: Lateness or absenteeism. Poor performance. Rudeness or disrespect towards colleagues or customers. Breaches of company policy. Alcohol or drug abuse at work. Theft or fraud. Bullying or antisocial behaviour. Sexual harassment.
Warnings at work are one major way employers communicate their displeasure over an employee's work or attitude. It doesn't mean your employer is going to terminate your employment, rather it's a warning that requires you to amend a behaviour and visibly improve.
Still, you don't have to view it as a form of punishment. Instead, it's an essential form of communication that lets you know what to correct in your professional behavior. You shouldn't decide to quit based only on the write-up unless it's part of your employer's larger pattern of unfair behaviors.
A written warning is a formal warning that the employer can give the employee at the end of the disciplinary procedure. A first or final written warning should say: what the misconduct or performance issue is. the changes needed, with a timescale.
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