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Verbal Warning Form

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mcabrera
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182 views3 pages

Verbal Warning Form

Uploaded by

mcabrera
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Verbal Warning Form

This is a verbal counseling or corrective interview to explain the basis of the need for corrective
action to the employee. This verbal warning will be documented by the supervisor.

Date:

Employee’s Name:

The following incident/occurrence was discussed:

Plan for improvement (e.g. employee expectations, additional training, etc.):

(Employee’s name) , was notified that failure to correct

the problem would lead to further disciplinary action, up to and including demotion or dismissal.
Supervisor’s Signature Date
Guidelines for Using Progressive Disciplinary Procedures

Whenever appropriate, directors and supervisors will offer feedback to employees to correct
performance deficiencies or workplace behavior problems. If problems persist, a progressive
series of corrective steps will normally be pursued.

The following provisions are to be observed when taking corrective disciplinary actions:

1. Verbal Warning

A counseling or corrective interview will be held by the supervisor with the employee to
explain the basis of the need for corrective action. This verbal warning will be
documented by the supervisor.

2. Disciplinary Interview/Written Warning

The director of supervisor will conduct the disciplinary interview. A written record of the
interview will be given to the employee and a copy placed in the employee’s personnel
file. This interview record will contain a description of the employee’s conduct or job
performance, the change of conduct required of the employee, and the consequences if
the problem is not corrected within a specified period of time. Such warning will be
signed by both parties.

3. Suspension

If sufficient improvement does not occur within the noted time frame, or serious work
performance or behavior problems warrant immediate attention, disciplinary action in the
form of suspension without pay is a possibility. Suspension without pay is considered a
serious disciplinary action and should be taken only after consultation with the Human
Resources Director.

4. Dismissal

The Human Resources Director, upon recommendation of the employee’s director


and/or supervisor, will review the case for dismissal and take action, as appropriate, in a
written letter of dismissal to be given to the employee in a meeting in the presence of the
director and/or supervisor. In all cases prior to dismissal, the termination checklist will
be reviewed with the director and/or supervisor to make certain that all measures have
been taken to preserve the employment relationship.

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