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From United Arab Emirates, Abu Dhabi
1From United Arab Emirates, Abu Dhabi
Go for "Disciplinary Action" and Standing order of your establishment.start collecting warning "e-mails".
For warning letter templates "Research above" .not found search in Law Book House near by your city.
regards.
driveme
From India, Thana
For warning letter templates "Research above" .not found search in Law Book House near by your city.
regards.
driveme
From India, Thana
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 issue 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
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 issue 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
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 Realation.
From India, Calcutta
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 Realation.
From India, Calcutta
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
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
Dear ram,
Warning Memo
The Management has been observed that, while you are attending duty you are not recording your attendence card on Computerised attendance system by punching your card for In and Out. It is very difficult to mark your presenty.
Therefore, you are hereby advised to be punctual, and record your attendance on computerised punching system regularly whithout fail, or other wise Management will have not other alternative than to initiate disciplinary action against you.
Regards,
vipin yadav
From India, Dehra Dun
Warning Memo
The Management has been observed that, while you are attending duty you are not recording your attendence card on Computerised attendance system by punching your card for In and Out. It is very difficult to mark your presenty.
Therefore, you are hereby advised to be punctual, and record your attendance on computerised punching system regularly whithout fail, or other wise Management will have not 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