Dear Friends,
I am Sudarsan, a new member of CiteHR. I have recently joined an IT company and have identified a few nonperformers in my team.
I am in need of templates for a warning letter to address employees whose performance is not up to the mark, urging them to improve their performance in the upcoming months.
I kindly request your assistance in providing me with the necessary templates for this purpose.
Thanks & Regards,
Sudarsan :D
From India, Coimbatore
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4I am Sudarsan, a new member of CiteHR. I have recently joined an IT company and have identified a few nonperformers in my team.
I am in need of templates for a warning letter to address employees whose performance is not up to the mark, urging them to improve their performance in the upcoming months.
I kindly request your assistance in providing me with the necessary templates for this purpose.
Thanks & Regards,
Sudarsan :D
From India, Coimbatore
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Hii.. Sudarshan,
You may use this one too...
Warning Letter in case of late coming
21st November 2005
To
Mr.
TMT.
Sub. – Warning Letter
Mr.
It has been observed that since your joining you are not performing upto the level that been expected, resulting to put you in the list of poor performers, which is directly resulting in willful insubordination and gross negligence of duties, in your capacity as ________.
Performing below the level is making yourself liable for necessary action.
You are hereby warned to develop your performance; failure to do so shall invoke appropriate action.
You are further advised to submit a written explanation on your poor performance as soon as you receive this letter.
Kindly treat this as very urgent.
For' Company Name
Name:
Designation-
Regards,
Amit Seth.
From India, Ahmadabad
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You may use this one too...
Warning Letter in case of late coming
21st November 2005
To
Mr.
TMT.
Sub. – Warning Letter
Mr.
It has been observed that since your joining you are not performing upto the level that been expected, resulting to put you in the list of poor performers, which is directly resulting in willful insubordination and gross negligence of duties, in your capacity as ________.
Performing below the level is making yourself liable for necessary action.
You are hereby warned to develop your performance; failure to do so shall invoke appropriate action.
You are further advised to submit a written explanation on your poor performance as soon as you receive this letter.
Kindly treat this as very urgent.
For' Company Name
Name:
Designation-
Regards,
Amit Seth.
From India, Ahmadabad
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Mr. XXXXXXX,
It has been observed from your attendance record that you remained absent from work without intimation with effect from 03-06-2006.
We regret to note that till the time of writing this letter, you have neither reported for duty nor you have sent any intimation to us.
You are therefore, asked to resume your duty within two days on receipt of this letter and produce proper evidence in support of your absence, failing which the management will be compelled to proceed according to “Certified Standing Orders” applicable to you.
Please note that you are being marked absent with effect from 03-06-2006.
HR MANAGER
letter posted to both permanent and temporary address of employee
still no reply recd from employee so when the employee returned
after many days he was issued a show cause notice...
From India, Pune
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It has been observed from your attendance record that you remained absent from work without intimation with effect from 03-06-2006.
We regret to note that till the time of writing this letter, you have neither reported for duty nor you have sent any intimation to us.
You are therefore, asked to resume your duty within two days on receipt of this letter and produce proper evidence in support of your absence, failing which the management will be compelled to proceed according to “Certified Standing Orders” applicable to you.
Please note that you are being marked absent with effect from 03-06-2006.
HR MANAGER
letter posted to both permanent and temporary address of employee
still no reply recd from employee so when the employee returned
after many days he was issued a show cause notice...
From India, Pune
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SHOW-CAUSE NOTICE
Mr. XXXXX,
It has been observed from your attendance record during the period January’ 2006 to November’ 2006 that you remained absent, i.e. without intimation / pre-sanction and / or permission, from your superiors.
The details about your unauthorized absence during the above-referred period are as follows:
DATA OF ABSENCE DAYS
Hence, from the above it is clear that you remained unauthorizedly absent for 69 days.
Further also we have observed from your attendance record during the above referred period that you have availed 17 days El, 07 days Sl and 06 days CL from entitlement quota. Also, we have sanctioned your leave without pay for 2.5 days and you reported late for duty on 09 days.
You are asked to show-cause, as to why management should not initiate a disciplinary action for your unauthorized absence as mentioned above as per the provisions of “Certified Standing Orders” applicable to you. The relevant clause are reproduced herebelow:
22(f) Habitual absence without permission or absence without intimation
22(I) Commission of any act subversive or discipline or good behaviour on the premises of the establishment.
You are required to submit your written explanation within 48 hrs on the receipt of this show-cause notice by you. In case, we do not receive your written explanation within the stipulated time, it will be presumed that you do not want to offer any explanation and management shall take an appropriate action in the matter as deemed fit.
XXX Ltd..
From India, Pune
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Mr. XXXXX,
It has been observed from your attendance record during the period January’ 2006 to November’ 2006 that you remained absent, i.e. without intimation / pre-sanction and / or permission, from your superiors.
The details about your unauthorized absence during the above-referred period are as follows:
DATA OF ABSENCE DAYS
Hence, from the above it is clear that you remained unauthorizedly absent for 69 days.
Further also we have observed from your attendance record during the above referred period that you have availed 17 days El, 07 days Sl and 06 days CL from entitlement quota. Also, we have sanctioned your leave without pay for 2.5 days and you reported late for duty on 09 days.
You are asked to show-cause, as to why management should not initiate a disciplinary action for your unauthorized absence as mentioned above as per the provisions of “Certified Standing Orders” applicable to you. The relevant clause are reproduced herebelow:
22(f) Habitual absence without permission or absence without intimation
22(I) Commission of any act subversive or discipline or good behaviour on the premises of the establishment.
You are required to submit your written explanation within 48 hrs on the receipt of this show-cause notice by you. In case, we do not receive your written explanation within the stipulated time, it will be presumed that you do not want to offer any explanation and management shall take an appropriate action in the matter as deemed fit.
XXX Ltd..
From India, Pune
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Dear All,
Regarding the warning letter, please note that when making an accusation against an employee, it is essential to provide the individual with an opportunity to refute it. Therefore, warning letters should not be casually drafted and should undergo vetting before issuance.
V. Sounder Rajan
Email: rajanassociateslawfirm@yahoo.com, rajanassociates@eth.net, rajanassociateslawfrm@gmail.com
From India, Bangalore
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Regarding the warning letter, please note that when making an accusation against an employee, it is essential to provide the individual with an opportunity to refute it. Therefore, warning letters should not be casually drafted and should undergo vetting before issuance.
V. Sounder Rajan
Email: rajanassociateslawfirm@yahoo.com, rajanassociates@eth.net, rajanassociateslawfrm@gmail.com
From India, Bangalore
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EMPLOYEE NAME: ___________________________ DATE: __________________DESIGNATION: ____________________________
ISSUES:-
1. Disciplinary
2. Integrity
3. Absenteeism
4. Misconduct
5. Performance
Operations Remarks –
__________________________________________________ _________________
__________________________________________________ _________________
__________________________________________________ _________________
Candidate’s Comment -
__________________________________________________ _________________
__________________________________________________ _________________
__________________________________________________ _________________
Signature Signature
HR Executive TL/Op Manager
Note: Please be advised, the second and final warning letter can lead to termination of services
From India, Gurgaon
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Hello Chandana,
I hope you are stable by now and have learned how to deal with these kinds of people. These situations require one to be very strong in order to handle the critical moments. It is through facing such obstacles that people gain valuable exposure and learn how to navigate through life's challenges.
Thanks & Regards,
Manita Chauhan
From India, New Delhi
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I hope you are stable by now and have learned how to deal with these kinds of people. These situations require one to be very strong in order to handle the critical moments. It is through facing such obstacles that people gain valuable exposure and learn how to navigate through life's challenges.
Thanks & Regards,
Manita Chauhan
From India, New Delhi
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To: [NAME OF EMPLOYEE]
From: [NAME OF SENDER]
Date: [DATE OF MEMORANDUM]
Subject: [DESCRIBE SUBJECT OF POOR PERFORMANCE]
We have just reviewed the report you prepared on the above subject, and we must let you know that I am disappointed.
Despite all the necessary resources at your disposal and considerable time to deal with this matter, I found your analysis to be superficial and lacking focus. Regretfully, the report cannot be relied upon to assist us with our planning for the upcoming year. Please review it and provide us with a redraft by [DATE REVISED REPORT REQUIRED].
If there are any circumstances that you wish to draw to my attention regarding the quality of the report, we would be prepared to discuss them directly with you.
However, we would ask that you make a much more determined effort to achieve better quality results in the future.
Regards,
XXXXXXXXX
GM, XXXXXXXX
From India, Mumbai
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From: [NAME OF SENDER]
Date: [DATE OF MEMORANDUM]
Subject: [DESCRIBE SUBJECT OF POOR PERFORMANCE]
We have just reviewed the report you prepared on the above subject, and we must let you know that I am disappointed.
Despite all the necessary resources at your disposal and considerable time to deal with this matter, I found your analysis to be superficial and lacking focus. Regretfully, the report cannot be relied upon to assist us with our planning for the upcoming year. Please review it and provide us with a redraft by [DATE REVISED REPORT REQUIRED].
If there are any circumstances that you wish to draw to my attention regarding the quality of the report, we would be prepared to discuss them directly with you.
However, we would ask that you make a much more determined effort to achieve better quality results in the future.
Regards,
XXXXXXXXX
GM, XXXXXXXX
From India, Mumbai
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To,
Mr. ___________
Emp Code: _____
Dept: _________
Desig:_________
Sub. – Warning Letter
Mr. _________,
It has been observed that your performance and behavior is not up to the mark, and you have been told about this by your superior.
Please note that you need to pull your self up and perform your duties to the utmost satisfaction of your superiors.
You are hereby given 1 months time to improve your performance and failure to do so shall invite appropriate action.
H.R Dept.
From India, Delhi
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Mr. ___________
Emp Code: _____
Dept: _________
Desig:_________
Sub. – Warning Letter
Mr. _________,
It has been observed that your performance and behavior is not up to the mark, and you have been told about this by your superior.
Please note that you need to pull your self up and perform your duties to the utmost satisfaction of your superiors.
You are hereby given 1 months time to improve your performance and failure to do so shall invite appropriate action.
H.R Dept.
From India, Delhi
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Today first time i am loging on its really amazing they way you guys are hepling eachother, well done guys keep it up, for sure i will also be benifical from this.
From United Arab Emirates, Abu Dhabi
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From United Arab Emirates, Abu Dhabi
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Hi Guys, I HEREBY ATTACHED LIFE TIME CALENDAR, JUST YOU NEED TO CHANGE YEAR ONLY MONTH WILL CHANGE AUTOMATICLY.
From United Arab Emirates, Abu Dhabi
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From United Arab Emirates, Abu Dhabi
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Go for "Disciplinary Action" and Standing Order of your establishment. Start collecting warning emails. For warning letter templates, research above. If not found, search in Law Book House near your city.
Regards,
Driveme
From India, Thana
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Regards,
Driveme
From India, Thana
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TERMINATION BY EMPLOYER
Mr. Sir,
Ref: our appointment letter dated ____________
It has been observed by the Management that your performance is not up to the mark. Hence, your services are not required by the Management. As per Clause _______ of your appointment order dated ________, either party should give two months' notice for terminating the services. Accordingly, the management issues a two months' notice, and you will be relieved from our services wef ____________. Please make a note of it.
For Nizam Deccan Sugars Limited,
Manager (P&A)
CC: President, Vice President (F)
From India, Calcutta
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Mr. Sir,
Ref: our appointment letter dated ____________
It has been observed by the Management that your performance is not up to the mark. Hence, your services are not required by the Management. As per Clause _______ of your appointment order dated ________, either party should give two months' notice for terminating the services. Accordingly, the management issues a two months' notice, and you will be relieved from our services wef ____________. Please make a note of it.
For Nizam Deccan Sugars Limited,
Manager (P&A)
CC: President, Vice President (F)
From India, Calcutta
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Disciplinary Action Form
Ver: - Form Ref Number: - Release Date
DISCIPLINARY ACTION FORM
Employee Name: Employee No.: Date of Joining: Department: Position Title:
"Action Taken:
Informal Warning - Note to File Only
Formal Warning - Note to File Only
First Warning Letter
Final Warning Letter
Dismissal"
Details of the Incident:
(Attach relevant evidence/documents) (Use back page if space not enough)
How to Improve: Timeframe:
(State the ways on how to improve the performance of the employee, training & development needs).
Reason for Warning:
What is the next disciplinary action for non-improvement? (Next Disciplinary Stage)
ACKNOWLEDGEMENT:
(Witness should sign in case the employee fails to do so).
Employee: Witness:
Date: Date:
Department Head: HR Manager:
Date: Date:
Distribution List: Original to Employee File/Copies to Department Head, Employee, and Public Relations.
From India, Calcutta
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Ver: - Form Ref Number: - Release Date
DISCIPLINARY ACTION FORM
Employee Name: Employee No.: Date of Joining: Department: Position Title:
"Action Taken:
Informal Warning - Note to File Only
Formal Warning - Note to File Only
First Warning Letter
Final Warning Letter
Dismissal"
Details of the Incident:
(Attach relevant evidence/documents) (Use back page if space not enough)
How to Improve: Timeframe:
(State the ways on how to improve the performance of the employee, training & development needs).
Reason for Warning:
What is the next disciplinary action for non-improvement? (Next Disciplinary Stage)
ACKNOWLEDGEMENT:
(Witness should sign in case the employee fails to do so).
Employee: Witness:
Date: Date:
Department Head: HR Manager:
Date: Date:
Distribution List: Original to Employee File/Copies to Department Head, Employee, and Public Relations.
From India, Calcutta
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Show Cause Notice
To,
Mr.
Sub. – Performance issue
Mr.,
It has been observed that you have not delivered your best efforts as mutually agreed on the specified targets given to you to develop the business so far, resulting in insubordination and poor performance and gross negligence of duties, in your capacity as Regional Manager.
Poor performance of work is a complete loss of company’s business which you are making yourself liable for necessary action.
Failure to adhere to the conditions of this warning, development of new or related problems, and/or continued unsatisfactory performance will lead to more serious corrective action up to and including discharge.
You are further advised to improve your efficiency of work and submit a written explanation in 7 days on your Poor performance as soon as you receive this letter.
Kindly treat this as very urgent.
For,xxxxxxx
xxxxxxx
Human Resource
cc: Personal File
From India, Calcutta
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To,
Mr.
Sub. – Performance issue
Mr.,
It has been observed that you have not delivered your best efforts as mutually agreed on the specified targets given to you to develop the business so far, resulting in insubordination and poor performance and gross negligence of duties, in your capacity as Regional Manager.
Poor performance of work is a complete loss of company’s business which you are making yourself liable for necessary action.
Failure to adhere to the conditions of this warning, development of new or related problems, and/or continued unsatisfactory performance will lead to more serious corrective action up to and including discharge.
You are further advised to improve your efficiency of work and submit a written explanation in 7 days on your Poor performance as soon as you receive this letter.
Kindly treat this as very urgent.
For,xxxxxxx
xxxxxxx
Human Resource
cc: Personal File
From India, Calcutta
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Dear Ram,
Warning Memo
The management has observed that while you are attending duty, you are not recording your attendance on the computerized attendance system by punching your card for In and Out. It is very difficult to mark your presence.
Therefore, you are hereby advised to be punctual and record your attendance on the computerized punching system regularly without fail. Otherwise, management will have no other alternative than to initiate disciplinary action against you.
Regards,
Vipin Yadav
From India, Dehra Dun
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Warning Memo
The management has observed that while you are attending duty, you are not recording your attendance on the computerized attendance system by punching your card for In and Out. It is very difficult to mark your presence.
Therefore, you are hereby advised to be punctual and record your attendance on the computerized punching system regularly without fail. Otherwise, management will have no other alternative than to initiate disciplinary action against you.
Regards,
Vipin Yadav
From India, Dehra Dun
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Warning letter(POOR ATTENDANCE).doc
Employee Performance.pdf