Question to Ask the Workplace Doctors about warning sign off:
Does the person receiving the verbal warning need to acknowledge in writing of their acceptance of the warning for their HR records?? Thanks.
Yes, it is important to get an acknowledgement by the employee warned that a written warning has been given and received. State and country laws can differ. Our site does not give legal advice, but common sense and the protection of the employers depend on “documentary proof” that they have followed disciplinary steps should employees who are fired contest that they were not warned. There are many Internet sources that provide information regarding disciplinary procedures. I have copied excerpts from two such sites, the first which even provides a sample letter and form for acknowledgement of receipt of a warning:1. Your Employee Warning Letter is really the one document where it is crucial to “Get it in writing!” in Free Legal Documents “Certain offences may warrant instant dismissal but in most cases Labor Law will require that an employee-warning letter be issued first. Typical procedure will be for a first, second, third and final warning to be issued for statutory offences under your applicable labor law or terms of employment contract.” http://www.free-legal-document.com/employee-warning-letter.html 2. Difficult Employees – Why You Need to Document Warnings Written by: Jean ScheidEdited by: Jean Scheid Updated Jun 24, 2011 in BrightHub “Employees who are allowed to continuously defer from company policy without warnings or documentation can be tough to get rid of and if terminated, often threaten the employer with lawsuits, department of labor reporting and are able to obtain unemployment insurance. With proper documentation, business owners can take hold of their work environment and make it clear to employees what will happen if company policy is violated. “First, make sure your employee handbook clearly states what is considered a violation of company policy. Examples would be frequent absences or tardiness or leaving the workplace without prior approval. It could also be driving a company vehicle without permission.
Whatever you policies are, make sure you list them in your handbook and list how warnings will be applied.” Read more: http://www.brighthub.com/office/entrepreneurs/articles/46721.aspx#ixzz1bK60SK4M Consult your company’s policy book and with your have a legal department, if you have one, to make sure disciplinary policy is clearly outlined. Working together with hands, head, and heart takes and makes big WEGOS requires in special cases documentation.