How to write a written warning letter template

If you were personally upset or angry with your manager then you can sit and talk with the management of the organization instead of behaving like that. No one has the right to say something disrespectful about anyone. We all are respected for each other. This time we are giving you a chance by keeping your perfomrance and efforts in the mind. Warning Letters. Some of the most common cases in which a warning letter is written are listed below: Acting against the rules of the organization.

Nonprofessional attitude at workplace. Insubordination in departments. Making use of abusive language. Frequent and often absent without any logical reason. Absence without informing the authority. Continuous poor performance. The company utilizes the PPD process to call to attention, those staff members of the company who are not meeting the minimum standards or goals as expected.

This tool, if used correctly, not only helps management handle all disciplinary action related problems but also safeguards the lawful rights of both the company as well as its all as its staff members. Some examples of behavioral or misconduct that may result in disciplinary action, up to and including possible termination:. Intentional abuse of company property. As a general rule the progressive disciplinary process will include a written counseling, a first and second written warning, and finally termination if the employee continues to display poor behavior or misconduct within any twelve month period.

However, some behavior 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. 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. Note: 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. Their lives can be dependent upon your actions. Generally speaking many companies allow up to two or three written warning letter before considering termination. Thank you for reviewing this information on a sample written warning letter for tardiness. Remember that this is only a sample written warning letter; therefore, when issuing a written warning letter insure you have it reviewed by a company official or your legal representative.

Again, thank you for reviewing this information on a sample written warning letter for tardiness and May God Bless You. But even for the calmest of managers, turning a blind eye to an employee who is perpetually late, is hands down impossible. Being a few minutes late to work, rarely, is no big deal, even employers acknowledge that — yet habitually late employees can affect bottom line of a company.

Additionally, work-related tardiness is a blatant sign of disrespect that can also result in lessened productivity and tensions within the company.

What should be done to rectify behavior of chronic latecomers? Note: Please see the sample written warning letter above for suggestions on format and possible language. Hence, taking prompt action is encouraged once a pattern is identified.

We are sending you this letter of behalf of our company to warn you about this unethical behavior of yours. We cannot trust you like our other members. Our organization is receiving various types of complaints against your conduct.

As being a senior of your department I am taking this step to warn you officially before taking an unexpected step against you.

Hope you will earnestly try to improve your habit after receiving this warning letter. If you have anything to say about this matter you can contact mention the name of the contact person. Template: 2. We are writing this letter with the intention to seriously warn you that we have come to know about your dishonest attitude mention the details in the working premises of our company mention the name and details of the company from the day of mention the details.

We are sending you this letter to warn you on behalf of our institution, about this unethical attitude of yours. We all want to work with trusted employees, but your dishonesty is hindering us from walking towards our goal. We cannot trust a dishonest person like you, like our other members.

Our organization is getting various types of complaints against your reproachful conduct.