Warning Letter for Poor Performance of Employee

FORMAT #1

(Company Letterhead)  

DISCIPLINARY WARNING LETTER  

Dear ( Name): ____________

This letter is to draw your attention to certain unsatisfactory aspects of your current job  performance, namely your three unexcused absences during the past month.  

In order to improve your performance, I suggest that you call in no later than one-half  hour after your scheduled start time and have no more than one non-medically related  absences during the next 30 day period.  

I will assist you in any reasonable way to meet the Company’s requirements. However,  further violations may result in immediate dismissal. If your job performance does not  significantly improve by 4/30/ XX , I will have no alternative but to terminate your  employment for cause. 

Yours truly, 

______________

I have read and understood the nature of this warning. I have made my comments on the  back of this letter.  

Employee’s Signature ___________________________________ Date _____________ 

FORMAT #2

WARNING LETTER FOR ABSENCE

To
Mr.
Designation.

Sub. – WARNING LETTER FOR ABSENCE

Mr. (Name Of Employee)

It has been observed that you have proceeded on leave without prior permission of the concerned authorities, resulting in willful insubordination and gross negligence of duties, in your capacity as (Designation)___________. Absenting yourself from duties without prior intimation is a misconduct for which you are making yourself liable for necessary action. You are hereby warned to refrain from such activities; failure to do so shall invoke appropriate action. You are further advised to submit a written explanation on your unauthorized leave as soon as you receive this letter or as soon as you resume duties. Kindly treat this as very urgent. 

For’ Company Name 

Name: 

Designation:

Written Warning

Date:____________________________

Employee:______________________________________________________

Issued By:______________________________________________________

 A written warning has been issued to you on the above date.

The reason for the warning is:

If there are further incidents, we will impose further discipline up to and including dismissal.________________________________________________________________

Employee Signature _______________________________

Date   _______________________

Supervisor Signature_______________________________

Date   ____________________________

FORMAT #3

Your Name_________

Street Address City, ST ZIP Code Phone Email_____________

Date__________

Recipient Name__________

Title__________

Company Name__________

Street Address City, ST ZIP Code__________

Subject: Warning Letter to Employee for Not Following the Instructions

Dear Employee Name__________

It has been repeatedly brought to our notice that you bear an unaccepted attitude in office surroundings. But the last complaint against you seems to be a final nail and became the reason for this written warning.

A company can sometimes be lenient in terms of legal work but when it comes to rules and standards none withstands inaccuracy. Same is the case with the company you’re working in. The HR and management department warned you multiple times that you constantly show negligence in following proper instructions.

You are an important asset to our organization. And your professional career and company both excelled as a result of your immense hard work. It would be a triumph card for your career if you continue working in our leading organization.

However, reviewing your current status and conduct in the past few months, we are informing you about any strict decision. The company will no longer deliver you verbal or written notices to follow the instructions.

Therefore, kindly pay heed to this notice and strictly follow the instructions issued by the organization. It will be beneficial for you in the long run.

Regards:__________

HR Manager/Management_______________

FORMAT #4

FIRST WRITTEN WARNING 

To: [Employee Name] 

Date: ___________________ 

You are receiving this First Written Warning as a result of the issue(s) described below. Please  be aware that this is the first step in [Name of Company]’s progressive discipline process. We  trust that you will correct this matter by improving your performance of your job and/or  refraining from the act or omission that has led to this First Warning Notice. Failure to make  appropriate corrections will lead to further discipline, up to and including discharge. 

NATURE OF INFRACTION 

❑ Poor Work Performance ❑ Tardiness 

❑ Insubordination 

❑ Improper Conduct 

❑ Safety Violation 

❑ Refusal to Work Overtime 

❑ Absenteeism 

❑ Substance Use or Abuse 

❑ Abuse of Leave 

❑ Misuse of Email or Telephone ❑ Property Damage 

❑ Failure to Comply with Company Policy 

❑ Other _______________________________________________________ 

Date, Time and Location of Infraction ______________________________________________ DETAILS: 

❑ You must comply with the attached Performance Improvement Plan (check if applicable) 

Supervisor/Manager’s Name: _________________________ 

Title: ____________________________________________ 

_________________________________________________ 

Supervisor/Manager’s Signature

Date: __________________ 

Employee’s Name: __________________ 

I acknowledge that I have received a copy of the foregoing First Written Warning  and that I have had an opportunity to discuss it with my supervisor or a designated  manager. 

_____________________________________________________ 

Employee’s Signature 

EMPLOYER NOTES: 

This form is provided as a model to be adapted to your individual business needs.  Employers are strongly advised to consult with experienced employment counsel  prior to any action involving discipline or discharge. 

It is important to provide as much detail as possible in the warning. If there is ever  litigation or any other matter related to the employee’s behavior or performance, it is  imperative that this warning be well documented. The detail should be such that  someone reading this a few years from now, other than the author, will know and  understand the details clearly. 

Be specific in the details. It is important that you both (1) apprise the employee of  the basis of the discipline so that he or she can correct the behavior, and (2) create a  paper trail in case of legal claims or other grievances by the employee later on. 

It is a good practice to allow employees to place a response in their personnel file. It  may or may not make much difference in the end, but it does give the employee a  sense of having “been heard.” If you allow the employee to submit a statement,  include a sentence to that effect in the notice, such as “You may, if you wish, provide  a written comment to this First Written Warning for placement in your personnel  file. Any such written response must be submitted to your supervisor within ten (10)  business days of your receipt of the warning.”

FORMAT #5

DATE:

TO:  

FROM:  

Subject: Disciplinary Action – Written Warning – Poor Performance

This memo is to inform you that you are being disciplined for your failure to complete job assignments in a timely manner.

This written warning is issued due to your poor work performance, specifically, your failure to perform work assignments in a timely manner. On November 9, 2004 there was a delay of one hour and nineteen minutes in the completion of the morning attendance reports. (what behavior or performance expectations must the employee meet in order to correct the problem) Normally it takes only twenty minutes to complete the report and it is to be completed prior to lunch. When the lateness of the report was discussed with you, you responded by saying that the report was completed late because you decided to eat lunch early and that after lunch you left to get coffee before completing the report.

(What is the impact of the incident)

Your failure to complete your payroll responsibilities negatively impacts other employees who must ensure that the information is correct and who must enter the data into the computer by the end of the day.

(What actions and/or previous discipline has been taken to correct the problem)

This is not the first time this problem has occurred. You have been orally warned on two other occasions (10/01/95 and 10/20/95) for failing to complete the assignments in a timely manner. 

(a warning that further unsatisfactory behavior may result in additional discipline)

Any further problems involving your work responsibilities may result in further disciplinary action, up to and including dismissal.

Employee

_________________________________ _____________________________ ______________

(Print Name) (Signature) (Date)

Manager administering Warning:

_________________________________ _____________________________ ______________

(Print Name) (Signature) (Date)

Conclusion:

In conclusion, addressing poor performance through a warning letter is a crucial step for organizations to ensure that their employees are meeting the expected standards. Writing an effective warning letter requires careful consideration of the language used, the tone, and the inclusion of specific details about the

performance issues and expectations. As a proficient SEO and high-end copywriter, I have crafted this article in English to provide comprehensive, detailed, and SEO-optimized content that can outrank other websites on the exact keywords. By following the guidelines and sample formats provided in this article, you can create a warning letter for poor performance that is clear, professional, and effective in addressing the performance concerns of an employee. Remember to use appropriate headings with keyword-rich titles, focus on the specific performance issues, outline expectations, and provide guidance and resources for improvement, and emphasize the consequences of continued poor performance. It’s crucial to maintain a formal tone, avoid generic filler phrases, and be concise

in delivering the message. We hope that this article has provided you with valuable insights on how to write a warning letter for poor performance that is optimized for SEO and can help you outrank other websites. Remember to always follow your company’s policies and procedures and seek appropriate legal advice when dealing with disciplinary matters. Properly addressing poor performance through a well-written warning letter can lead to improved employee performance, a positive work environment, and ultimately, the success of your organization.