Verbal warning Written warning Final written warning Termination of the employee.
Some issues may not be very serious or are a first time occurrence with that employee. These may require a simple verbal warning. Other issues may be quite serious and could warrant a written warning, bypassing the verbal warning. These might include theft or threats of violence.
Learn the dates and times of any employee infractions. Detail any conversations or previous verbal warnings about this issue. Collect old documents which the employee signed, documenting their acceptance to company terms and illustrating their violation of them.
The conversation may reveal that the issue was a misunderstanding and no further action is needed. You may be able to collect more information about the incident, allowing you to better issue your written warning should it be necessary.
Generally, the direct supervisor will issue the letter. In some cases, the decision to issue the written warning may be decided by a group meeting.
Include the names of any parties involved. The nature of the offense. The date and time the offense occurred. Details of the warning and the time period involved in the warning. Instructions for the employee regarding how to remedy the situation. Consequences of this infraction as well as the consequences of future issues.
Include clear statements that describe the issue at hand. For example “On June 23rd, you were reported as having been involved in a physical altercation with another employee”. Warnings should make clear what will happen if the employee’s behavior is not corrected. For example “If another infraction occurs, we will issue only one final warning before termination. "
Make the meeting for the earliest date available. Give some positive feedback as well. Don’t just focus on the negative during the meeting.
Most written warnings will have a place for signatures. Have your employee sign the warning, declaring that they understood and agree with it. [7] X Research source Allow the employee the right to dispute the claim as well. Some information may not be correct and they should have the right to question the warning.
