Verbal warning procedure
- Thread starter Faulty Towers
- Start date
J
Jayne
Hi Dave,
We usually send them a letter arranging a meeting with us, them and the manageress. We then give them a telling off and put in a letter the reasons for the telling off and give the letter to them at the end of the meeting.
We then get them to sign something to say they have had the warning.
It is better to get everything in writing to be on the safe side.
Jayne
We usually send them a letter arranging a meeting with us, them and the manageress. We then give them a telling off and put in a letter the reasons for the telling off and give the letter to them at the end of the meeting.
We then get them to sign something to say they have had the warning.
It is better to get everything in writing to be on the safe side.
Jayne
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J
Jayne
You don't have to do the letter, but trust me, it's better to always put everything in writing, you have proof and witnesses, if anything turns nasty.
We do short letters for verbal, just stating we have given them a verbal. Then really long detailed ones for the written.
Now they have brought in that 3 step thing, it covers your back later!
Jayne
We do short letters for verbal, just stating we have given them a verbal. Then really long detailed ones for the written.
Now they have brought in that 3 step thing, it covers your back later!
Jayne
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http://www.direct.gov.uk/Employment...Articles/fs/en?CONTENT_ID=10028114&chk=jYyXMk
The above link should help you out.
The above link should help you out.
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Heres what our legal stuff says..
If it has been found that the employee has been guilty of a minor offence they will be given an oral warning that continued or repeated conduct may result in further disciplinary action, including, in extreme cases dismissal. The employee will be informed that the warning constitutes the first formal stage of the disciplinary procedure and that a note will be placed on their personnel file. A note of the warning will then be placed on the employee's personnel file, but will be disregarded for disciplinary purposes after [Insert time period, e.g. 3 months] months if their conduct is satisfactory. However the employer reserves the right to take into account the whole of the employee's disciplinary record in determining the appropriate sanction. Minor offences should be taken to include (but not be restricted to) the following:
a. poor job performance or substandard work.
b. minor breaches of the terms and conditions of employment.
c. persistent lateness or absenteeism.
d. failure to maintain an acceptable standard of dress.
e. poor standard of hygiene.
f. minor harassment or bullying of a fellow employee.
In the case of any minor harassment or bullying incidents the employee may be asked to apologise to his or her victim or may receive a letter of reprimand from the employer.
And heres a link that might help more too: here
Rob
If it has been found that the employee has been guilty of a minor offence they will be given an oral warning that continued or repeated conduct may result in further disciplinary action, including, in extreme cases dismissal. The employee will be informed that the warning constitutes the first formal stage of the disciplinary procedure and that a note will be placed on their personnel file. A note of the warning will then be placed on the employee's personnel file, but will be disregarded for disciplinary purposes after [Insert time period, e.g. 3 months] months if their conduct is satisfactory. However the employer reserves the right to take into account the whole of the employee's disciplinary record in determining the appropriate sanction. Minor offences should be taken to include (but not be restricted to) the following:
a. poor job performance or substandard work.
b. minor breaches of the terms and conditions of employment.
c. persistent lateness or absenteeism.
d. failure to maintain an acceptable standard of dress.
e. poor standard of hygiene.
f. minor harassment or bullying of a fellow employee.
In the case of any minor harassment or bullying incidents the employee may be asked to apologise to his or her victim or may receive a letter of reprimand from the employer.
And heres a link that might help more too: here
Rob
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- Original Poster
- #14
If it was only that simple Eagle!
My father used to be a commercial artist worked for Reckitts designing all their products advertising etc. Before this he worked freelance, he took on a University Graduate who had a degree in Art and Design after a month my father sacked him - he said he was hopeless - and glued the contents of his wage packet to the design room ceiling. My father said it was the probably the only time in his career that he'd worked so hard!!
How things have changed!
Dave
My father used to be a commercial artist worked for Reckitts designing all their products advertising etc. Before this he worked freelance, he took on a University Graduate who had a degree in Art and Design after a month my father sacked him - he said he was hopeless - and glued the contents of his wage packet to the design room ceiling. My father said it was the probably the only time in his career that he'd worked so hard!!
How things have changed!
Dave
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0
You need to adopt a fair procedure for all employees and as an employer you have to ensure your Grievance and Disciplinary Policy/Procedure is reasonably accessible for the employee.
You can give a verbal warning and to give this it is advisable to invite the employee for a meeting informing them that you are invoking the disciplinary procedure and would like to give the employee an opportunity to respond. You should also state that the employee can be accompanied by someone, or bring a Trade Union rep.
When you give the verbal warning you need to put this in writing giving details of the circumstances, agreed action etc. You should also state how long the warning will remain on file i.e. 6 months
If the employee does not improve or whatever he/she is being disciplined for you can then go to the next stage i.e. first written warning.
What is fair and appropriate will depend on the nature and circumstances of the offence. Many policies outline what offences will result in a written warning etc. Have you actually spoken to the employee informally i.e. supervision, or is the situation serious enough to invoke the disciplinary procedure?
If you do not have a Grievance and Disciplinary Policy/Procedure in place then I strongly advise you to do so. I am able to assist with this.
Jonathan
You can give a verbal warning and to give this it is advisable to invite the employee for a meeting informing them that you are invoking the disciplinary procedure and would like to give the employee an opportunity to respond. You should also state that the employee can be accompanied by someone, or bring a Trade Union rep.
When you give the verbal warning you need to put this in writing giving details of the circumstances, agreed action etc. You should also state how long the warning will remain on file i.e. 6 months
If the employee does not improve or whatever he/she is being disciplined for you can then go to the next stage i.e. first written warning.
What is fair and appropriate will depend on the nature and circumstances of the offence. Many policies outline what offences will result in a written warning etc. Have you actually spoken to the employee informally i.e. supervision, or is the situation serious enough to invoke the disciplinary procedure?
If you do not have a Grievance and Disciplinary Policy/Procedure in place then I strongly advise you to do so. I am able to assist with this.
Jonathan
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I was given a written warning today, my bos said that he had given me two verbal warnings before, but that was not the case.
i had taken my laptop into work, he came and asked me if i could leave it at hone
i brought my laptop in again and he asked me nicely not to bring it
the third time, a false complaint was made by a customer (she never liked me anyway) and my boss handed me an envelope before leaving which contained a written warning!
i work in a quiet bookies shop, my laptop is brought out in my lunchtime so i can research, sometimes it helps me with my job (getting results)
is it me or did he not follow the correct procedure for any of the so called warnings?
i had taken my laptop into work, he came and asked me if i could leave it at hone
i brought my laptop in again and he asked me nicely not to bring it
the third time, a false complaint was made by a customer (she never liked me anyway) and my boss handed me an envelope before leaving which contained a written warning!
i work in a quiet bookies shop, my laptop is brought out in my lunchtime so i can research, sometimes it helps me with my job (getting results)
is it me or did he not follow the correct procedure for any of the so called warnings?
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B
BeeDub
Don't know about whether he followed the correct procedure, as I suspect there is more to the story, BUT your Boss asked you not to do something and you carried on doing it............look in the mirror and guess who's maybe to blame all along?
Maybe this will help: http://dictionary.reference.com/browse/responsible
Maybe this will help: http://dictionary.reference.com/browse/responsible
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- Original Poster
- #19
Eventually got this sorted. The young lady apprentice in question decided to come and go as she liked missing college etc. Eventually she just stopped coming in altogether. Got advice from the Hairdressing Federation legal section and they said that "taking on an apprentice is madness" we had no rights at all!! She eventually handed in her resignation after a month of absence, what a relief!
It takes just one rotten apple, as the saying goes!
This is an old post, we have now sold the Salon.
It takes just one rotten apple, as the saying goes!
This is an old post, we have now sold the Salon.
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