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Any verbal warning template should include: The basis of the warning. The outcome of the hearing. The disciplinary action being taken (if any) The impact on the employee. What the employee needs to improve and by when. The amount of time the verbal warning will be in effect.
Dear: Please consider this a letter of warning concerning your continuing attendance problems. Your uneven attendance is beginning to affect other parts of your job, making improvement even more essential. Attendance records indicate that since ___________, you have used a total of ______ days on ______ occasions.
You can provide a written overview of the verbal warning, even though it's not a formal written warning, to have for their records. Keep accurate notes and mark all dates that you follow up with the employee to check on their progress.
Should a verbal warning be confirmed in writing? It is advisable to confirm a verbal warning in writing for your records and to support any resulting or related disciplinary action against the employee.
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.
I am writing to confirm that, following the hearing held on [date], you were given a verbal warning under the [disciplinary OR capability] procedure. The reason for the warning was that your [conduct OR performance] has been unsatisfactory in the following respect[s]: [set out misconduct OR unsatisfactory performance].
Verbal warning should follow previous coaching/feedback session with employee. Complete Disciplinary Documentation Form if appropriate. ... Schedule a private meeting with employee. ... Have with you documented facts/examples. Present facts of the situation. Ask the employee for his/her response. Listen.
You should include the following elements in a warning letter to an employee: Company name. Name of the offending employee and job title. Name of supervisor. Name of HR representative (if applicable) Date of issue. Infractions incurred by the employee. Consequences of failure to correct infractions.