Issuing a written warning letter to any employee can be a very difficult thing to do; however, it can be very necessary in certain situations to insure the workforce remains productive and positive. Whether you agree or not, every employee is watching to see what you will do when there is a bad apple in the group. If you do nothing it will destroy the morale of your staff.
Ever since Adam and Eve were put in the garden employees have pushed the rules. Therefore, if they notice that nothing happens to an employee that calls in sick all the time they will quickly understand that it is ok when rules are broken. So if you do nothing there is a good chance that your production rate will fall dramatically.
One of the very first and most important things you must do before ever considering issuing a written warning letter to an employee is to inform your staff of your workplace rules. The very best way to accomplish this is to create an employee handbook that covers each one of those rules and what the consequence are if they are not followed. These rules should include topics like attendance, misconduct, sexual harassment, discrimination, insubordination, stealing, fighting, etc.
Once you have created your employee handbook it is equally important that you make sure each staff member gets a copy and signs for it. The good news is that you can find great employee handbook templates online for less than fifty dollars. Of course you can find some that will cost a great deal more, but not sure they are worth it unless you like all the fluff that comes with them.
Another very important aspect of any employee discipline program is to make sure that you are treating everyone the same. More law suits are filed over companies that treat one employee differently than another when violating the exact same policy. You may try to justify your actions by stating that one employee is a better performer than another one, but the bottom line is if they violate your policy then treat them the same. Selective enforcement will get you in big trouble.
The actual written warning letter should contain the facts and only the facts. Do you're very best to leave any emotional words out, such as, "I feel!" The written warning should contain what the violation is (like tardiness), the date(s) that the violation occurred, the specifics of what occurred, if there is any prior discipline, what the employee must do to improve, and what the consequences will be if the employee doesn't improve.
As you consider how your disciplinary program will be designed I would suggest that you begin with the least amount of discipline and progress to more severe penalties until finally terminating the employee, if their behavior doesn't improve. In some cases, like fighting or stealing, you may want to jump to immediately terminating the employee. This should all be outlined in your employee handbook as we discussed earlier. If you follow your own procedure and treat everyone fairly and consistently you shouldn't have any problems.
Ever since Adam and Eve were put in the garden employees have pushed the rules. Therefore, if they notice that nothing happens to an employee that calls in sick all the time they will quickly understand that it is ok when rules are broken. So if you do nothing there is a good chance that your production rate will fall dramatically.
One of the very first and most important things you must do before ever considering issuing a written warning letter to an employee is to inform your staff of your workplace rules. The very best way to accomplish this is to create an employee handbook that covers each one of those rules and what the consequence are if they are not followed. These rules should include topics like attendance, misconduct, sexual harassment, discrimination, insubordination, stealing, fighting, etc.
Once you have created your employee handbook it is equally important that you make sure each staff member gets a copy and signs for it. The good news is that you can find great employee handbook templates online for less than fifty dollars. Of course you can find some that will cost a great deal more, but not sure they are worth it unless you like all the fluff that comes with them.
Another very important aspect of any employee discipline program is to make sure that you are treating everyone the same. More law suits are filed over companies that treat one employee differently than another when violating the exact same policy. You may try to justify your actions by stating that one employee is a better performer than another one, but the bottom line is if they violate your policy then treat them the same. Selective enforcement will get you in big trouble.
The actual written warning letter should contain the facts and only the facts. Do you're very best to leave any emotional words out, such as, "I feel!" The written warning should contain what the violation is (like tardiness), the date(s) that the violation occurred, the specifics of what occurred, if there is any prior discipline, what the employee must do to improve, and what the consequences will be if the employee doesn't improve.
As you consider how your disciplinary program will be designed I would suggest that you begin with the least amount of discipline and progress to more severe penalties until finally terminating the employee, if their behavior doesn't improve. In some cases, like fighting or stealing, you may want to jump to immediately terminating the employee. This should all be outlined in your employee handbook as we discussed earlier. If you follow your own procedure and treat everyone fairly and consistently you shouldn't have any problems.
About the Author:
Want to find out more about how to write a written warning letter, then visit Gregory Covey's site. You can also pick up a free employee discipline notice form to assist you in your disciplinary program.
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