Common use of Second Written Warning Clause in Contracts

Second Written Warning. If the conduct or performance does not improve within the stated time, or in the event of a repeated or more serious offence, the employee’s supervisor/manager will interview the employee and, if necessary issue a written warning. The employee may have a representative present. The warning will clearly state: ❑ the nature and circumstances of the breach or offence ❑ the improvements to be made, or behaviour which must change ❑ an agreed specific time in which to improve ❑ what further action will be taken if the desired improvement does not occur. The warning may indicate that it is a final warning, which could result in dismissal if the breach is repeated or the desired improvement is not made.

Second Written Warning. If the conduct or performance does not improve within the stated timeimprove, or in the event of a repeated or more serious offence, the employeeEmployee’s supervisor/manager will interview the employee Employee and, if necessary necessary, issue a written warning. The employee Employee may have a representative present. The warning will clearly state: ❑ • the nature and circumstances of the breach or offence ❑ • the improvements to be made, or behaviour which must change ❑ an agreed specific time in which to improve ❑ change; and, • what further action will be taken if the desired improvement does not occur. The warning may indicate that it is a final warning, which could result in dismissal if the breach is repeated or the desired improvement is not made.

Second Written Warning. If the conduct or performance does not improve within the stated time, or in the event of a repeated or more serious offence, the employee’s supervisor/manager will interview the employee and, if necessary necessary, issue a written warning. The employee may have a representative present. The warning will clearly state: ❑ • the nature and circumstances of the breach or offence ❑ • the improvements to be made, or behaviour which must change ❑ • an agreed specific time in which to improve ❑ • what further action will be taken if the desired improvement does not occur. The warning may indicate that it is a final warning, which could result in dismissal if the breach is repeated repeated, or the desired improvement is not made.

Second Written Warning. If the conduct or performance does not improve within the stated time, or in the event of a repeated or more serious offence, the employee’s supervisor/manager will interview the employee and, if necessary necessary, issue a written warning. The employee may have a representative present. The warning will clearly state: ❑ the • The nature and circumstances of the breach or offence ❑ the offence. • The improvements to be made, or behaviour which must change ❑ an change. • An agreed specific time in which to improve ❑ what improve. • What further action will be taken if the desired improvement does not occur. The warning may indicate that it is a final warning, which could result in dismissal if the breach is repeated repeated, or the desired improvement is not made.

Second Written Warning. If the conduct or performance does not improve within the stated time, or in the event of a repeated or more serious offence, the employee’s supervisor/manager will interview the employee and, if necessary necessary, issue a written warning. The employee may have a an employee representative present. The warning will clearly state: ❑ the • The nature and circumstances of the breach or offence ❑ the offence; • The improvements to be made, or behaviour which must change ❑ an change; • An agreed specific time in which to improve ❑ what improve; and • What further action will be taken if the desired improvement does not occur. The warning may indicate that it is a final warning, which could result in dismissal if the breach is repeated repeated, or the desired improvement is not made.

Second Written Warning. If the conduct or performance does not improve within the stated time, or in the event of a repeated or more serious offence, the employee’s supervisor/manager will interview the employee and, if necessary necessary, issue a written warning. The employee may have a representative present. The warning will clearly state: ❑ • the nature and circumstances of the breach or offence ❑ • the improvements to be made, or behaviour which must change ❑ • an agreed specific time in which to improve ❑ • what further action will be taken if the desired improvement does not occur. The warning may indicate that it is a final warning, which could result in dismissal if the breach is repeated repeated, or the desired improvement is not made.