Written Warning Letter Template

How to write a warning announcement for the risk of dismissal on grounds of redundancy of an employee? Download this redundancy written warning letter template now!

When you write a formal warning to an employee that certain behavior is unacceptable in the working environment and culture, which are often already specified in the company’s code of conduct. Such notifications are a disciplinary measure that is commonly used by employers to inform their staff members that they have violated company rules and continuing to do so may lead to more serious consequences. In such a letter, an employee should mention the behavior in which the employee is being reprimanded with the relevant events and dates when the code was broken. The consequences of repeating the same mistakes will also be specified, as well as what the employee should do to improve the situation.

Common situations when a warning letter is issues: tardiness, late coming or excessive absence ,job abandonment, refuse to work, (sexual) harassment, disrespectful behavior, etc.

We support you and your company by providing this Employment Warning Letter HR template, which will help you to make a perfect one! This will save you or your HR department time, cost, and effort. Since such letters are a disciplinary measure that is used by employers to notify employees if they have violated the companies code of conduct or rules and by informing them about the consequences it may have, it prevents them from continuing their bad behavior or underperforming behavior. It provides information about employee misconduct so that employees do not misunderstand.

Writing suggestions when you want to send out a warning letter to an employee:

Describe the violation and keep it factual;
Specify the time and date when the problem or mistake occurred;
Describe the possible consequences that will result from repeated unacceptable misconduct;
Reinforce employee obligations he or she might have;
Mention the company policy, HR handbook chapter or code of conduct that the employee broke;
Describe what the employee can do to rectify or better the situation;
Give the warning letter as soon as possible after the incident happens;
Talk to the employee when handing over the warning;
Be clear, unambiguous and be consistent.

It provides information about employee misconduct so that employees do not misunderstand.

Written Warning Letter sample sentences:

Thank you for coming to the meeting on {{date}}.
At our meeting I gave you advanced warning that you are at risk of dismissal on grounds of redundancy.
This situation has arisen through no fault of your own, but has come about because {{summarize the reasons for the planned staff reductions and why this member of staff is included in the at-risk pool}}.
In these circumstances you may, if you wish, pursue alternative options.
Voluntary severance. If you choose to do so, and if your application is accepted, I can confirm that you will be eligible to leave under the University’s scheme of enhanced severance terms, a copy of which is enclosed.
The option to apply to leave under this scheme remains open to you at any time during this ‘advance warning’ period, which will continue, if necessary, until {{date}}.
I must stress, however, that a resignation submitted on this basis will not be effective until it has been formally accepted by the department.
Redeployment. You may wish to look for alternative employment within the Organization.
If this is the case, we will, of course, make all reasonable efforts to help you to find suitable alternative work within this department.
There is, however, no guarantee that these efforts will have a successful outcome and you should, therefore, give consideration to pursuing possible alternative employment elsewhere within the Organization.
If you do wish to pursue suitable alternative employment within the Organization, please sign and return the enclosed letter (A6) to me by {{date – normally two weeks after date of this letter}}.
I will then arrange for a nominated facilitator to support you through the redeployment procedures and will also confirm that you will be able to apply as a priority candidate for vacancies at the Organization.
The nominated facilitator will be able to draw your attention to other possible support that you may consider, such as careers advice and the staff counselling service.
I appreciate that you may not wish to be considered for suitable alternative employment within the University. If this is the case, I should be grateful if you could sign and return the enclosed letter (A5) to me by {{date – normally two weeks after date of this letter}}.
You are, of course, welcome, if you wish, to ask a union representative or colleague of your choice from within the Organization to accompany you to any future meetings to discuss possible further employment.
I must advise you that, if you do not choose to apply for voluntary severance and it is not possible to find you suitable alternative employment within the Organization, it may ultimately become necessary to invoke the procedures which could lead to the termination of your employment on grounds of redundancy.
In this case, you will be issued with a separate letter confirming that your employment is to be terminated and advising you of your entitlement to notice and statutory redundancy pay.
Please note that unless and until you receive such a letter, no final decision has been taken on the continuation of your employment with the Organization.
I hope that this information is clear, but if you have any questions, or you would like to discuss the situation again, please do not hesitate to contact me. I will in any case make sure that you are kept informed of any developments.
This is a formal letter regarding your lack of attendance at work.
Employee warning letters are a disciplinary measure used by employers to notify employees that they have violated company agreements, and continuing to do so may lead to more serious consequences. It provides information about employee misconduct so that employees do not misunderstand.
The purpose of this letter is to both summarize our recent conference and to formally warn you regarding your excessive tardiness to work. We met on {{Date}} at {{Location}} to discuss the matter. {{Witness Name}} was also present at the conference.
As we discussed during the conference, you have been tardy to work {{Number}} times since {date}
Insert brief list of tardy dates and reason cited, how late each time, whether reported properly, etc.
This level of tardiness is unacceptable in that it poses an undue hardship on your coworkers and the entire department.
In the future, you must adhere to the following directives:
Report to work on time daily as scheduled
Sign-in and/or clock-in on time and as directed by your supervisor. {{Briefly describe report times, procedure}}.
Report all absences or tardiness in advance as directed by your supervisor. {{Describe absence-reporting procedures.
Reducing your tardiness is critical and is a requirement for your continued employment.
Failure to reduce your tardiness, failure to adhere to the above directives, and/ or any other misconduct may result in the docking of your pay, suspension without pay, or the recommendation for the termination of your employment.
This letter may become part of your annual evaluation.
Please do not hesitate to contact me if you have questions or need clarification.

This Warning Letter has ways to grab your staffs’ attention. They are drafted by professionals, are intelligently structured, and easy-to-navigate.

Download this Warning letter for early dismissal to employee template now!

DISCLAIMER
Nothing on this site shall be considered legal advice and no attorney-client relationship is established.

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