WRITTEN WARNINGS

Written warnings may be given with or without a disciplinary hearing being held. Employees normally indicate on the letter of warning whether it is a first. second or final written warning depending on the number of previous warnings given and/or the severity of the alleged offence.  An employee can appeal against a final written warning and the employer can hold an enquiry if the employer believes that it is only on hearing evidence that the outcome can be determined.  

When receiving/ issuing a letter of warning the following should be remembered:

•  Written warnings will remain valid for 3 to 6 months. 

• Final written warnings will remain valid for 12 months.

• A warning for one type of contravention is not applicable to another type of offence.  In other words, a first written warning for late-coming could not lead to a second written warning for insubordination.

Signing for receipt of a letter of warning

Employees may be requested to sign for receipt of a warning letter and will be given an opportunity to state any objections.  Refusal by the employee to sign a warning letter does not make the warning invalid.  A witness may be requested to sign the warning notice stating that the employee refused acceptance of the warning.

>> Labour Law

>>  useful links

>>  advice

>>  misconduct

>>  poor performance

>>  unfair discrimination

>>  conciliation

>>  arbitrations

>>  con-arb

>>  formal grievance procedure

For employers:

• Call us on 0860 522687;
• Join on-line
• We will call you: