Can anyone help me?? i need a written warning letter for lateness please please help
From United Kingdom, Manchester
1From United Kingdom, Manchester
Dear Mr/Ms
It is with concern we note that you are in the habit of coming late to work. We give below specific instances of your late coming during the past two months.
1.
2.
3.
4.
5.
Please note that coming late to work affects not only your work it affects the entire process you are involved in.
You are herby advised to be punctual to work .
Authorised Signatory
This could be the first letter. If he continues, then you can issue a strongly worded letter.
Dear Mr
We have already issued you with a letter indicating our concern about your coming late to work.
Despite the advice given, you are continuing this habit and we give below specific instances of your coming late to work during the past one month.
1
2
3
4
You are advised to correct this habit forthwith. Failure on your part will compel the Organisation to take appropriate action.
Authorised Signatory
From India, Chennai
It is with concern we note that you are in the habit of coming late to work. We give below specific instances of your late coming during the past two months.
1.
2.
3.
4.
5.
Please note that coming late to work affects not only your work it affects the entire process you are involved in.
You are herby advised to be punctual to work .
Authorised Signatory
This could be the first letter. If he continues, then you can issue a strongly worded letter.
Dear Mr
We have already issued you with a letter indicating our concern about your coming late to work.
Despite the advice given, you are continuing this habit and we give below specific instances of your coming late to work during the past one month.
1
2
3
4
You are advised to correct this habit forthwith. Failure on your part will compel the Organisation to take appropriate action.
Authorised Signatory
From India, Chennai
Dear ..
With reference to our recent observation, it has been brought to our notice that inspite of being given repeated verbal warnings and our warning letter dated .....with regards to your not reporting to work on time, this Memo from HR department documents that you must make immediate improvement in the above stated matter.
Hope the above is understood, accepted and put into practice by you with immediate effect.
Non-compliance of the same will result in dismissal of your employment at ............
For XYZ Company
Mgr HR
From India, Mumbai
With reference to our recent observation, it has been brought to our notice that inspite of being given repeated verbal warnings and our warning letter dated .....with regards to your not reporting to work on time, this Memo from HR department documents that you must make immediate improvement in the above stated matter.
Hope the above is understood, accepted and put into practice by you with immediate effect.
Non-compliance of the same will result in dismissal of your employment at ............
For XYZ Company
Mgr HR
From India, Mumbai
Ambikakamath or anyone esteemed forum member,
Please advise, how much importance should be given to an employee w.r.t his late coming.
* Employee with late coming issue and low performance --> must be thrown out
* Employee with punctuality and low performance --> could be given chance for improvement w.r.t performance
* Employee with high performance and punctual --> should be given accolades
* Employee with high performance and late coming --> ?
In the fourth case, what should be the criterion specified so that we can give warnings and then take further steps.
Lets say if he is super performer but is late comer on regular basis, how should we react? Do we really need to throw him out? He might go to our market competitor!!! Could you please advise on the steps to be taken.
Thanks
From India, Vadodara
Please advise, how much importance should be given to an employee w.r.t his late coming.
* Employee with late coming issue and low performance --> must be thrown out
* Employee with punctuality and low performance --> could be given chance for improvement w.r.t performance
* Employee with high performance and punctual --> should be given accolades
* Employee with high performance and late coming --> ?
In the fourth case, what should be the criterion specified so that we can give warnings and then take further steps.
Lets say if he is super performer but is late comer on regular basis, how should we react? Do we really need to throw him out? He might go to our market competitor!!! Could you please advise on the steps to be taken.
Thanks
From India, Vadodara
Ambikakamath or anyone esteemed forum member, OK
Please advise, how much importance should be given to an employee w.r.t his late coming.
* Employee with late coming issue and low performance --> must be thrown out - should be warned, verbal and written, then shold be terminated
* Employee with punctuality and low performance --> could be given chance for improvement w.r.t performance - definately should be given chance, chalk out his KRA (key result area), his profile needs to reworked and discussed, see if he needs some sort of training or coaching, see what he is good at (work wise) and hence can be transferred in some other section.
* Employee with high performance and punctual --> should be given accolades - why not? it will set an example for others to be like him, will boost the morale of the employee who is setting an example.
* Employee with high performance and late coming --> ? - should be discussed verbally first, need be, his head of dept should be involved, no improvement then should be given written warning, stiil same then other seniors like HR head. MD etc, CEO should be brought into picture. Find out the reason for his/her late comings, whether it is on purpose, whether special permission has been taken in advance, if with that employee his respective department head also is involved etc.
Irrespective of all above, HR has to do the duty of taking to task any employee who does not adehere to the rules and regulations of the organisation.
Hope this helps you :-)
In the fourth case, what should be the criterion specified so that we can give warnings and then take further steps.
From India, Mumbai
Please advise, how much importance should be given to an employee w.r.t his late coming.
* Employee with late coming issue and low performance --> must be thrown out - should be warned, verbal and written, then shold be terminated
* Employee with punctuality and low performance --> could be given chance for improvement w.r.t performance - definately should be given chance, chalk out his KRA (key result area), his profile needs to reworked and discussed, see if he needs some sort of training or coaching, see what he is good at (work wise) and hence can be transferred in some other section.
* Employee with high performance and punctual --> should be given accolades - why not? it will set an example for others to be like him, will boost the morale of the employee who is setting an example.
* Employee with high performance and late coming --> ? - should be discussed verbally first, need be, his head of dept should be involved, no improvement then should be given written warning, stiil same then other seniors like HR head. MD etc, CEO should be brought into picture. Find out the reason for his/her late comings, whether it is on purpose, whether special permission has been taken in advance, if with that employee his respective department head also is involved etc.
Irrespective of all above, HR has to do the duty of taking to task any employee who does not adehere to the rules and regulations of the organisation.
Hope this helps you :-)
In the fourth case, what should be the criterion specified so that we can give warnings and then take further steps.
From India, Mumbai
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WARNING LETTER FOR ABSENCE.doc