Employee instructed by supervisor that he will be assigned in the reception bay area but he did not not follow instruction

Dear [Employee's Name],

I am writing to address a concerning issue regarding your recent performance. It has come to our attention that you have not been following the instructions provided by your supervisor. It is crucial that all employees adhere to the directives given by their superiors to ensure the smooth functioning of our operations.

Failure to comply with the instructions given by your supervisor not only hinders your own progress but also impacts the overall efficiency and productivity of the team. It is essential that you take immediate steps to rectify this behavior and demonstrate a commitment to following instructions moving forward.

Please consider this letter as a formal warning, and we expect to see a significant improvement in your adherence to instructions in the coming days. Should you require any clarification or support in understanding the instructions provided, please do not hesitate to reach out to your supervisor or the HR department.

Thank you for your attention to this matter, and we trust that you will take the necessary actions to address this issue promptly.

Sincerely,

[Your Name]
[Your Title]
[Company Name]

Dear Danzel,

You have asked for help in writing a warning letter. The heading of your post is longer than the main body of the post. However, the details provided are inadequate. Please confirm to us:

a) What was the occasion? Why was the employee assigned duties in the reception bay?
b) Was it a temporary assignment or a permanent transfer?
c) What is the nature of the employee's duties? Is working in a reception bay area part of their responsibilities?
d) How were the instructions communicated? Was it verbal or written?
e) Since the employee did not work in the reception bay, what were the consequences? Was there embarrassment to the company's top officials? Did the company suffer any losses?
f) Is the supervisor empowered to allocate duties in the reception bay area?
g) Was the employee questioned for not working in the reception bay area? What was their response? Where did they work at that time? Did any other supervisor or manager give them instructions to work elsewhere?

Unless we know the complete facts of the case, it will not be fair on the part of the members of this forum to provide you with a draft of the warning letter.

Thanks,

Dinesh Divekar

Hi,

Yes, more details and background of the incident are required, as rightly pointed out by Mr. Dinesh Divekar. Whether the employee indulged in such act for the first time or on multiple occasions? Whether any verbal/written warning letter has already been issued? The above information is required to make the warning letter more precise.

In general, when an employee refuses to perform a necessary job task when ordered to do so, it amounts to insubordination.

Please refer to the below. You may edit as per your requirement. Prepared based on your limited inputs.

Warning Letter without Prejudice

To Mr. [Employee's Name] Emp No. Dept Company Name

Dear Mr. [Employee's Last Name],

It has been brought to our notice that on [date], you were instructed by your immediate superior to work in the Reception Bay Area, whereas you ignored the instructions of your superior and failed to report to the Reception Bay area. The above act of yours amounts to insubordination as per the rules and regulations applicable to this organization.

You have already been verbally warned and advised by your superior on multiple occasions to obey the instructions of your immediate superior, which you have not taken seriously.

You are hereby severely warned for your above act of insubordination. Please note that your work performance and behavioral pattern on the work front will be observed closely, and you are hereby warned to realign your attitude towards your superior, failing which disciplinary action will be initiated against you.

For [Company Name],

[Signatory]

Just adding to the contribution of the learned seniors in this thread, please note the following two:

1. Please cite the clause number for the 'misconduct' in the Staff Manual.
2. Since 'warning' itself is a form of punishment, kindly avoid using that word alone.