Warning Letter For Poor Performers - Show Cause Notice
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Warning Letter For Poor Performers - Show Cause Notice

Sudarsan Durai Started The Discussion:

Dear Friends,

I am Sudarsan a new member of Cite hr; I have joined in an IT company. I can find few nonperformers in my company.

I need few templates which should be a warning letter that the employee performance is not good and informing him to perform well in the coming months.

Request you all to help me on this.

Thanks & Regards
Sudarsan :D

Amitmhrm - Member Since: Feb 2007
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.

Sudarsan Durai - Member Since: Jul 2007
Hi The template is very nice. Thanks a lot for providing the information. Regards Sudarsan

Amitmhrm - Member Since: Feb 2007
Thank U Sudarshan for your nice comments.. Its all my pleasure that you liked it... :D Regards, Amit Seth.

K.Ravi - Member Since: Jul 2007
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...

K.Ravi - Member Since: Jul 2007
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..

rajanassociates - Member Since: Nov 2007
Dear All

About Warning Letter,you must note that when you make an accusation against your Employee, you must give an oppurtiny to the person to disprove it.So warning letters should not be casually drafted and requires to be vetted before issuing it.
V.Sounder Rajan
VS Rajan Associates,
Advocates & Notaries,
No.27, Ist Floor, Singapore Plaza,
No.164, Linghi Chetty Street,
Chennai - 600 001.
E-mail : ,
Off : 044-42620864, 044-65874684,
Mobile : 98401 42164.


nidhigs - Member Since: May 2008
WARNING LETTER




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


Manita Chauhan - Member Since: Sep 2008
Hello Chandana,

I think by now, you are stable and you must have learnt how to deal with these kind of people. These are a kind of situation, where one has to be very strong then only that can deal with the critical situations.
As by these kind of hurdles only people get the good exposure, how worst the life can be, and he/she can understand how to deal with these.

Thanks & Regards
Manita Chauhan

tejasheartbeat@yahoo.co.in - Member Since: Sep 2007
EMPLOYEE OF POOR PERFORMANCE, REQUEST IMPROVEMENT


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.

[DESCRIBE REASONS FOR DISAPPOINTMENT, ex. 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 which 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



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