Employee Warning NoticeWhat should go into one, how do you issue it and why?When issuing an employee warning notice or employee letter of reprimand you should be aware of any rules for laying off employees before you issue the warning notice. The criteria for employee layoffs that will apply to your staff will depend on the award that they are employed under. Sometimes despite our best recruitment efforts it becomes necessary to issue a written employee warning notice. When dealing with difficult employees we should determine the reason for the warning notice. Is it due to;
Disciplining EmployeesThe reason that you are issuing the warning notice does have some impact on the way that the warning should be handled and also on what the warning notice should contain.See here for more information on
employee rights in the workplace An employee warning notice would usually be issued after the verbal warning has taken place.
Employee Rights in the WorkplaceAlong with their rights, your employees also have responsibilities in the workplace and responsibilities to their employer, namely you. If they have not met these responsibilities or have ignored the employee code of conduct then they should be issued with a verbal warning.If the verbal warning did not turn the situation around then you should issue a written warning. This employee letter of reprimand should include basic details such as the date, the employee's name, the position that they hold, the date of any verbal warning previously given and the reasons for this written warning. This should all be documented on your business letterhead. You should also include any behaviour or actions that are expected from the employee whilst in the workplace or representing your business. You should also include behaviours that won't be tolerated. Give a copy to the employee and keep one for your records. Spending time on the induction process and an induction discussion will help to minimize the major employee/employer problems.
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