What is a written warning?
A written warning is a formal document that employers use to communicate concerns about an employee's performance or behavior. It is an official notice that outlines the specific issues and expectations for improvement. Written warnings are typically used as a disciplinary measure and can serve as a record of an employee's misconduct or underperformance.
What are the types of written warnings?
There are different types of written warnings that employers may use depending on the nature of the issue. Some common types include:
Verbal warning: This is the initial step where the employer communicates the concerns verbally without a written document.
First written warning: This is the first formal written notice given to an employee, outlining the issues and consequences if improvement is not achieved.
Final written warning: If the employee's performance or behavior does not improve after the first warning, a final written warning is issued, emphasizing the seriousness of the situation and potential consequences.
Behavior-specific warning: This type of warning is used for addressing specific behavioral issues, such as tardiness, insubordination, or violation of company policies.
Performance improvement plan: In situations where an employee's performance is consistently below expectations, a performance improvement plan may be implemented, outlining specific goals and actions for improvement.
How to complete a written warning
Completing a written warning requires careful attention to detail and adherence to proper procedures. Here's a step-by-step guide:
01
Gather all relevant information: Before issuing a written warning, gather all the necessary facts, evidence, and documentation supporting the concerns.
02
Choose the appropriate type of warning: Determine which type of written warning is most suitable for the circumstances.
03
Write a clear and concise warning: Clearly and objectively outline the issues, expectations, and consequences in the written warning.
04
Schedule a meeting: Arrange a meeting with the employee to discuss the warning, allow them to provide their perspective, and give them an opportunity to ask questions.
05
Keep records: Maintain copies of the written warning, any supporting documents, and records of the meeting.
06
Follow up: Monitor the employee's progress and provide guidance or additional support as necessary. Document any improvements or further issues.
07
Seek HR guidance if needed: If unsure about the process or legality of issuing a written warning, consult with the human resources department or seek legal advice.
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