A written warning is a formal disciplinary action that identifies an employee's observed performance deficiencies or misconduct. It notifies the employee that their performance does not meet expectations and there could be disciplinary consequences if improvement is not made. A written warning should be delivered in a meeting with the employee, their supervisor, a witness, and ideally an HR representative. It is documented and signed by all parties and stored in the employee's personnel file.
The document summarizes the top 10 HR lessons from 2012 according to various contributing authors to the HR Gazette website. It lists the top 10 lessons such as an employer's potential liability for harassment by independent contractors, the discoverability of social media posts in employment lawsuits, and whether FMLA damages are considered taxable payroll. It then continues listing thank you messages and contributing authors to the HR Gazette.
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The document discusses the definition of "essential job functions" under the Americans with Disabilities Act (ADA) and California Fair Employment and Housing Act (FEHA). Both laws prohibit disability discrimination and require employers to provide reasonable accommodations. The laws also require employers to determine the essential functions of each job in order to prepare job descriptions, handle accommodation requests, and determine if accommodation is needed. The document defines essential functions as fundamental duties that the position exists to perform or that are highly specialized. It provides examples of evidence to consider a function essential and notes that marginal functions are not essential.
How to Administer a Performance Improvement PlanMary Wright
A performance improvement plan (PIP) is a written document that provides guidance to an employee on how to improve performance or correct misconduct. A PIP identifies deficiencies, sets goals for improvement, and outlines consequences for failure to improve. While warnings are not always required, a PIP meeting should be held privately to deliver the PIP in writing, discuss the contents, and have both the employee and witnesses sign to acknowledge receipt. Progress is then monitored and documented until goals are achieved or consequences are imposed if improvement is not made.
This document provides a template and sample letters for supervisors to use when issuing disciplinary notices to employees for misconduct such as insubordination, excessive absenteeism, or other unprofessional behavior. The template outlines the necessary components of disciplinary letters and notes that human resources should review disciplinary actions prior to implementation.
Principal presentation performance appraisal process 2009.2010gnonewleaders
The document outlines the performance appraisal process for the Recovery School District. It discusses the purpose of performance appraisals, the roles of principals and HR, and the steps involved including setting goals, observations, conferences, assistance plans, and summative evaluations. Sample forms are provided as examples to guide principals through the process.
The document outlines the course descriptions for a Bachelor of Arts in Business Communication degree program. It lists 48 courses across various subject areas including business mathematics, statistics, psychology, literature, science, keyboarding, call center operations, customer service, public relations, management, and business law. The program aims to provide students with both theoretical knowledge and practical skills for a career in business communication. It culminates in a 12-credit practicum or thesis writing requirement where students apply their learning in a professional field.
This document provides a self-introduction that lists the author's occupations as an artist, cultural worker, trainer, organizer, researcher, and creative. It also includes brief sections on personal branding, behavioral patterns inventory, anti-violence programs, and emotional intelligence.
The document summarizes the top 10 HR lessons from 2012 according to various contributing authors to the HR Gazette website. It lists the top 10 lessons such as an employer's potential liability for harassment by independent contractors, the discoverability of social media posts in employment lawsuits, and whether FMLA damages are considered taxable payroll. It then continues listing thank you messages and contributing authors to the HR Gazette.
What is an "Essential Job Function" (under workplace disability laws)Mary Wright
The document discusses the definition of "essential job functions" under the Americans with Disabilities Act (ADA) and California Fair Employment and Housing Act (FEHA). Both laws prohibit disability discrimination and require employers to provide reasonable accommodations. The laws also require employers to determine the essential functions of each job in order to prepare job descriptions, handle accommodation requests, and determine if accommodation is needed. The document defines essential functions as fundamental duties that the position exists to perform or that are highly specialized. It provides examples of evidence to consider a function essential and notes that marginal functions are not essential.
How to Administer a Performance Improvement PlanMary Wright
A performance improvement plan (PIP) is a written document that provides guidance to an employee on how to improve performance or correct misconduct. A PIP identifies deficiencies, sets goals for improvement, and outlines consequences for failure to improve. While warnings are not always required, a PIP meeting should be held privately to deliver the PIP in writing, discuss the contents, and have both the employee and witnesses sign to acknowledge receipt. Progress is then monitored and documented until goals are achieved or consequences are imposed if improvement is not made.
This document provides a template and sample letters for supervisors to use when issuing disciplinary notices to employees for misconduct such as insubordination, excessive absenteeism, or other unprofessional behavior. The template outlines the necessary components of disciplinary letters and notes that human resources should review disciplinary actions prior to implementation.
Principal presentation performance appraisal process 2009.2010gnonewleaders
The document outlines the performance appraisal process for the Recovery School District. It discusses the purpose of performance appraisals, the roles of principals and HR, and the steps involved including setting goals, observations, conferences, assistance plans, and summative evaluations. Sample forms are provided as examples to guide principals through the process.
The document outlines the course descriptions for a Bachelor of Arts in Business Communication degree program. It lists 48 courses across various subject areas including business mathematics, statistics, psychology, literature, science, keyboarding, call center operations, customer service, public relations, management, and business law. The program aims to provide students with both theoretical knowledge and practical skills for a career in business communication. It culminates in a 12-credit practicum or thesis writing requirement where students apply their learning in a professional field.
This document provides a self-introduction that lists the author's occupations as an artist, cultural worker, trainer, organizer, researcher, and creative. It also includes brief sections on personal branding, behavioral patterns inventory, anti-violence programs, and emotional intelligence.
ERE Conference: Social Media and the LawMary Wright
This document outlines a presentation about social media and the law as it relates to recruiters and hiring. It discusses the social networks that recruiters use, how they use them, and the legal issues they may encounter, such as privacy, background checks, unauthorized access, union organizing, and using unusable personal information from social media profiles when making hiring decisions. It concludes by recommending what a company policy should say about recruiting on social networks to help avoid legal issues.
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The document discusses California laws around reporting time pay and call-back pay. It defines reporting time pay as partial compensation employees receive for reporting to work for a scheduled number of hours but being given less than half of the scheduled work due to the employer's actions. It also defines call-back pay as compensation employees receive for being required to report to work a second time and being given less than two hours of work. The document provides examples and quiz questions to illustrate when these laws apply and how to calculate the appropriate pay.
The document discusses laws protecting disabled workers, including the Vocational Rehabilitation Act of 1973, Americans with Disabilities Act of 1990, and Americans with Disabilities Act Amendments Act of 2008. It also summarizes a case involving Ford Motor Company terminating an employee with irritable bowel syndrome, claiming she was a subpar performer who refused reasonable accommodations, while she claimed discrimination. The court found in favor of Ford, as they had policies for accommodating disabilities and the employee did not qualify as protected under the ADA.
California Lactation Accommodation & Breastfeeding Anti-Discrimination PolicyMary Wright
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Discipline and Dismissal for Nonprofit Organizations: Making the best of a di...Marina Dawson
We appreciate our employees and volunteers and we value their contribution to our organization. But sometimes, the fit between organization and employee or volunteer just isn’t there and changes need to be made. This session will give you the tools you need to successfully manage the discipline and dismissal process, including how to: create an environment that proactively manages people; plan for and implement all three phases of the discipline process; engage in productive discussions when discipline is required, starting immediately and; identify how and when to move to a dismissal.
To view the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/discipline-and-dismissal-making-the-best-of-a-difficult-situation.aspx
This document provides guidance to managers on addressing employee performance problems through progressive discipline. It discusses the concept of progressive discipline and includes verbal counseling, written warnings, letters of reprimand, suspension, demotion and dismissal. Sample letters are also provided for each step of progressive discipline.
The document provides an overview of termination of employees laws and challenges in Malaysia presented by Miss Loh Sub Mui. It discusses:
- The rights of employers and employees. Employers have the right to promote, transfer, and determine workforce size while employees have rights to security, safe working conditions, and union participation.
- Key statutory provisions around termination from the Employment Act 1955 including requiring notice periods of 4-8 weeks depending on length of service and allowing termination without notice by paying indemnity.
- Challenges around proving just cause for termination such as misconduct, negligence, poor performance, and managing probationary periods. Proper documentation of warnings and opportunities for improvement is important.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
A Free 200-Page eBook ~ Brain and Mind Exercise.pptxOH TEIK BIN
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
ERE Conference: Social Media and the LawMary Wright
This document outlines a presentation about social media and the law as it relates to recruiters and hiring. It discusses the social networks that recruiters use, how they use them, and the legal issues they may encounter, such as privacy, background checks, unauthorized access, union organizing, and using unusable personal information from social media profiles when making hiring decisions. It concludes by recommending what a company policy should say about recruiting on social networks to help avoid legal issues.
How to Calculate California Reporting and Call-Back Pay (With Quiz)Mary Wright
The document discusses California laws around reporting time pay and call-back pay. It defines reporting time pay as partial compensation employees receive for reporting to work for a scheduled number of hours but being given less than half of the scheduled work due to the employer's actions. It also defines call-back pay as compensation employees receive for being required to report to work a second time and being given less than two hours of work. The document provides examples and quiz questions to illustrate when these laws apply and how to calculate the appropriate pay.
The document discusses laws protecting disabled workers, including the Vocational Rehabilitation Act of 1973, Americans with Disabilities Act of 1990, and Americans with Disabilities Act Amendments Act of 2008. It also summarizes a case involving Ford Motor Company terminating an employee with irritable bowel syndrome, claiming she was a subpar performer who refused reasonable accommodations, while she claimed discrimination. The court found in favor of Ford, as they had policies for accommodating disabilities and the employee did not qualify as protected under the ADA.
California Lactation Accommodation & Breastfeeding Anti-Discrimination PolicyMary Wright
An overview of California's lactation regulations and recent addition of "breastfeeding" as a protected act under the California Fair Employment and Housing Act
Discipline and Dismissal for Nonprofit Organizations: Making the best of a di...Marina Dawson
We appreciate our employees and volunteers and we value their contribution to our organization. But sometimes, the fit between organization and employee or volunteer just isn’t there and changes need to be made. This session will give you the tools you need to successfully manage the discipline and dismissal process, including how to: create an environment that proactively manages people; plan for and implement all three phases of the discipline process; engage in productive discussions when discipline is required, starting immediately and; identify how and when to move to a dismissal.
To view the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/discipline-and-dismissal-making-the-best-of-a-difficult-situation.aspx
This document provides guidance to managers on addressing employee performance problems through progressive discipline. It discusses the concept of progressive discipline and includes verbal counseling, written warnings, letters of reprimand, suspension, demotion and dismissal. Sample letters are also provided for each step of progressive discipline.
The document provides an overview of termination of employees laws and challenges in Malaysia presented by Miss Loh Sub Mui. It discusses:
- The rights of employers and employees. Employers have the right to promote, transfer, and determine workforce size while employees have rights to security, safe working conditions, and union participation.
- Key statutory provisions around termination from the Employment Act 1955 including requiring notice periods of 4-8 weeks depending on length of service and allowing termination without notice by paying indemnity.
- Challenges around proving just cause for termination such as misconduct, negligence, poor performance, and managing probationary periods. Proper documentation of warnings and opportunities for improvement is important.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
A Free 200-Page eBook ~ Brain and Mind Exercise.pptxOH TEIK BIN
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
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Bro. Oh Teik Bin 🙏🤓🤔🥰
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How To Give A Written Warning to an Employee (With Form)
1. www.hrgazette.com Mary E. Wright, Editor
How to Deliver a
Written Warning
With Form
Your personal shopper for HR news!
2. • A disciplinary action
What is a
“written warning?” given by a supervisor to
Written Warning a subordinate employee.
It identifies:
– observed performance
deficiencies or misconduct
of an employee and
– the employer’s
expectations of
improvement.
www.hrgazette.com Mary E. Wright, Editor
3. • A written warning
What is a
“written warning?” provides notice to the
Written Warning employee of the
consequences for failure:
– to improve and/or
– meet those expectations.
www.hrgazette.com Mary E. Wright, Editor
4. • To provide notice to an
What is the purpose of a
“written warning?” employee that:
Written Warning – they are not meeting
A written warning is considered a employer expectations
formal disciplinary action.
and
– there could be disciplinary
consequences for failure
to improve.
www.hrgazette.com Mary E. Wright, Editor
5. • A written warning should:
What should the “written
warning” contain? – Identify the observed:
Written Warning • misconduct or
• performance deficiencies
• It must communicate
whether the conduct:
– violates company policy,
– constitutes affirmative
misconduct or
– demonstrates inadequate
performance.
www.hrgazette.com Mary E. Wright, Editor
6. • A written warning should:
What should the “written
warning” contain?
– Request improvement within
Written Warning a certain period of time, and
– Identify the consequences
of failure to meet those
expectations.
– State the manner or means
for corrected behavior. For
instance:
• further training or instruction,
• constructive conversation with
coworkers or
• improve work habits or ethics.
www.hrgazette.com Mary E. Wright, Editor
7. How is the “written • By a supervisor or
warning” delivered to the
employee? manager;
Written Warning
• In a face to face meeting.
• With a 3rd person as
witness
– From human resources or
administration,
– Primary purpose is to be
an observer and note
taker.
www.hrgazette.com Mary E. Wright, Editor
8. How is the “written • Go over the warning
warning” delivered to the
employee? point by point with the
Written Warning employee;
• Explain expectations in
detail.
• Answer questions about:
– How improvement is to be
accomplished and;
– Consequences for failure
to meet expectations.
www.hrgazette.com Mary E. Wright, Editor
9. • Who signs?
Who signs the “written
warning?” – Supervisor who gave the
Written Warning warning to the employee;
– Witness to acknowledge his
or her participation; and
– Human resources rep who
created or reviewed written
warning before it was given.
www.hrgazette.com Mary E. Wright, Editor
10. • Who signs?
Who signs the “written
warning?” – Employee should be asked
Written Warning to sign the document.
– Supervisor should explain:
• execution does not constitute
agreement
• Execution acknowledges
attendance at meeting and
receipt of document.
www.hrgazette.com Mary E. Wright, Editor
11. • If the employee refuses
Who signs the “written
warning?” to sign the written
Written Warning warning, supervisor
should note:
– “Employee Declined to
Sign” beside the blank
signature line.
– Write down the
employee’s reason if
given.
www.hrgazette.com Mary E. Wright, Editor
12. Does the employee get a • Yes.
copy of the “written
warning?” • The employee should get
Written Warning
a copy regardless of
whether they:
– Agree with the content or
– Signed it.
www.hrgazette.com Mary E. Wright, Editor
13. • Absolutely
Should the meeting be
documented? • The witness is a note taker.
• Record:
Written Warning
– Date, time, place, attendees
and length of meeting
– What was said by anyone in
the room as close to
verbatim as possible
• Document is factual not
editorial
www.hrgazette.com Mary E. Wright, Editor
14. • The employee’s personnel
Where is the “written
warning” stored?
file.
Written Warning
• Copy attached to the
meeting documentation:
– Documentation and copy
placed in a file separate
from personnel file.
– Separate file marked:
“Prepared in anticipation of
litigation.”
– Stored by HR or legal staff.
www.hrgazette.com Mary E. Wright, Editor
15. Warning Form
• Name of Employee:
• Date of Issue:
• Date of Incident
• Position:
• Department:
• Supervisor:
www.hrgazette.com Mary E. Wright, Editor
16. Warning Form
• INSTRUCTIONS: Specifically state the
problem in terms of date, description and
location of the occurrence, the names of
the individuals involved, and, where
relevant, a statement of the action needed
to correct the situation.
www.hrgazette.com Mary E. Wright, Editor
17. Warning Form
• DOCUMENTATION: This warning is
being issued due to the following
performance problems or incidents of
misconduct. You must correct these
problems within ______ days. If you fail to
do so, you will be subject to further
disciplinary action, including the possibility
of immediate termination.
www.hrgazette.com Mary E. Wright, Editor
18. Warning Form
• A complete description of the observed
misconduct, performance deficiency or
violation of company policy.
• Signatures:
– Employee
– Supervisor
– Witness
www.hrgazette.com Mary E. Wright, Editor
19. www.hrgazette.com Mary E. Wright, Editor
Of course, nothing in California is that easy.
there are all sorts of factual twists that can
change the way this material applies in
Your particular situation.
Send questions or comments to:
Mary Wright, Editor, HR Gazette
Your personal shopper for HR news!
20. www.hrgazette.com Mary E. Wright, Editor
Ubiquitous Disclaimer
HR Gazette does not provide legal advice.
The content of this slide deck is for
informational purposes only. Before using
this information – or any information you
get over the Internet – consult your lawyer.
Nothing takes the place of advice from a
lawyer who knows you and your business,
and who understands the laws of the state
in which your business is located.
Your personal shopper for HR news!