Common use of First Written Warning Clause in Contracts

First Written Warning. If the employee's work performance or conduct has not improved, or another incident of poor work performance or conduct has been identified a second interview should be arranged which may lead to a first written warning being issued. During the second counselling session the counsellor in the presence of a third party observer should: (a) Advise the employee of the unsatisfactory work performance or conduct identified. (b) Give the employee an opportunity to respond to the allegations made, (again, if the explanation is satisfactory, no further disciplinary action should be taken). (c) If the employee's explanation is not acceptable, indicate to the employee that a first written warning is to be issued. (d) Agree on specific action to be taken to remedy the problem which may include setting a date for review. (e) Warn the employee that failure to improve will result in further disciplinary action being taken, which could ultimately lead to dismissal. The counselling/disciplinary interview record should be completed and kept on the employee's file. Once the written warning is completed and authorised by the General Manager, it should be signed by all parties (including witnesses). The employee should be issued a copy and informed that it will be entered on their employment record.

First Written Warning. If by the review date established in the initial counselling session, the employee's work performance or conduct has not improved, or another incident of poor work performance or conduct has been identified a second interview should be arranged which may lead to a first written warning being issued. During the second counselling session the counsellor in the presence of a third party observer should: (a) Advise the employee of Restate the unsatisfactory work performance or conduct identified. (b) Restate the agreed corrective actions identified at the previous session including establishing a date for review. (c) Give the employee an opportunity to respond to defend him/herself against the allegations made, (again, if the explanation is satisfactory, no further disciplinary action should be taken). (cd) If the employee's explanation is not acceptable, indicate to the employee that he/she is to be issued with a first written warning is to be issuedwarning. (de) Agree on specific action to be taken to remedy the problem which may include setting and set a date for review. (ef) Warn the employee that failure to improve will result in further disciplinary action being taken, which could ultimately lead to dismissal. The counselling/disciplinary interview record should be completed and kept on the employee's file. Once the written warning is completed and authorised by the General Manager, it should be signed by all parties (including witnesses). The employee should be issued a copy in the presence of a witness and informed that it will be entered on their employment his/her record.

First Written Warning. If by the review date established in the initial counselling session, the employee's ’s work performance or conduct has not improved, or another incident of poor work performance or conduct has been identified a second interview should be arranged which may lead to a first written warning being issued. During the second counselling session the counsellor in the presence of a third party observer observer, if requested should: (a) Advise the employee of Restate the unsatisfactory work performance or conduct identified. (b) Restate the agreed corrective actions identified at the previous session including establishing a date for review. (c) Give the employee an opportunity to respond to the allegations made, made and provide an explanation. (again, Again if the explanation given is satisfactoryjustifiable, no further disciplinary action should be taken). (cd) If the employee's ’s explanation is not acceptable, indicate to the employee that he/she is to be issued with a first written warning is to be issuedwarning. (de) Agree on a specific action to be taken to remedy the problem which may include setting situation and set a date for review. (ef) Warn the employee that failure to improve will result in further disciplinary action being taken, which could lead ultimately lead to dismissal. The counselling/disciplinary interview record should be completed and kept on the employee's ’s file. Once the written warning is completed and authorised by the General Manager, it should be signed by all parties (including witnesses). The employee should be issued a copy in the presence of a witness and informed that it will be entered recorded on their employment recordemployee file.