Free Download Reasons for Writing a Warning Letter While it can be a terrifying to receive a warning letter, there are some instances when the HR manager is forced to issue a written warning letter to an employee due to behavioral and performance issues. Here are the common reasons why the HR issues a warning letter to the employee. Once the productivity of the business is affected, it will have a disastrous domino effect that can cause the company to lose sales and profit mainly because the company will not be able to meet the daily demands of their customers and clients.
However, some writing a written warning to employee or misconduct may warrant more severe discipline immediately and skip steps within the progressive disciplinary process. In extremely severe behavior or misconduct the employee may be terminated immediately.
Sample Company Attendance Policy for the Sample Written Warning Letter Above An employee's attendance, including reporting to work on time, is an essential part of our Company's success.
Good attendance is expected and anticipated by all employees. However, the Company recognizes that from time to time an employee will need unscheduled time off for illness or personal emergencies. In the event that an employee is not able to report to work as scheduled the employee is required to notify their supervisor as soon as possible in advance, but no later than their scheduled start time.
If an employee is not personally able to contact their supervisor due to incapacitation they are required to have a responsible person contact the supervisor on their behalf.
Understand that simply contacting your supervisor does not necessarily excuse your absence. Your supervisor always has the right to deny a request for time off based on the company's requirements.
If the employee is unable to report to work as scheduled for more than three consecutive days for medical reasons the employee is required to provide medical documentation substantiating their medical reasons for being absent.
In addition, the medical documentation should also provide a release for the employee to return to work without restrictions. If there are restrictions the Company has the right to allow, or not allow, the employee to return to work. If an employee's attendance, including tardiness, begins to show a pattern of abuse the employee may become subject to disciplinary action, such as a written warning letter, and up to and including possible termination.
Any employee not reporting to work for three or more consecutive days without notifying their supervisor or any other company official is considered to have voluntarily resigned their position. Having clearly stated policies that you follow fairly and consistently is one way to alter the employee from being successful in their attempt to bankrupt you!
As an example, attendance is commonly abused by many employees. It starts out slow at first and then builds into a huge problem.
You hire people because you need them there to do a job! When they're not you are going to lose money! So you finally blow a fuse and fire the person for poor attendance and they turn around and file a wrongful discharge law suit!
Not everyone will do this but it will only take one to destroy your business! One of the first things you will be asked for is what is your policy on attendance?
Then you will be asked to provide the attendance records of everyone else going back a specific amount of time! If the wrongful discharge law suit is based on discrimination they claim you really didn't fire them for their poor attendance it was based on their religious beliefs you will be even providing more information and it will be placed under a microscope.
Now if you have a policy on attendance that you provided to the employee at the beginning of their employment that they signed, you are much further down the road to having the law suit dismissed. All of this providing you have treated everyone the same of course.
I have provided a sample written warning letter above. Make sure before ever issuing a written warning letter you have a basis for doing so. Your employees are real people with families.Maryland Lawyer's Rules of Professional Conduct PREAMBLE, SCOPE AND TERMINOLOGY PREAMBLE: A LAWYER'S RESPONSIBILITIES  A lawyer, as a member of the legal profession, is a representative of clients, an officer of the legal system and a public citizen having special responsibility for the quality of justice.
Non-Disclosure Agreement (NDA) Template – Sample. Non-disclosure agreements are legal contracts that prohibit someone from sharing information deemed confidential. The confidential information is defined in the agreement which includes, but not limited to, proprietary information, trade secrets, and any other details which may include personal information or events.
Example: First written warning to employee Dear [name] First warning. I write to confirm the points made to you at our disciplinary meeting on [date], at which you were represented by [name].
Federal Human Resources Office (J1/Manpower & Personnel) The Federal Human Resources Office (J1/Manpower & Personnel Directorate) provides personnel support services for the Air National Guard and the Army National Guard.
Dig Deeper: How to Write a Warning Letter for Excessive Absence. How a Write a Warning Letter for Employee Conduct: Common Problems. There are as many reasons to write a warning letter as there are types of behavioral and performance problems with an employee.
That said some problems are far more common than others. Don’t Avoid the Situation. Just as you can’t expect every employee to agree with every decision you make, you also can’t allow an employee who ignores the chain .