Warning letter for lateness - poor perfomance.. CiteHR
CiteHR
 
HOME ANSWERED NEW ABOUT LOGIN
Home > Information Section > General Resources & Websites

Warning Letter For Lateness - Poor Perfomance

goodaz Started The Discussion:

Can anyone help me?? i need a written warning letter for lateness please please help

tsivasankaran - Contributing Member
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

ambikakamath - Contributing Member
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

goodaz - 
Thank you ambikakamath so very much for replying to the my question i will be using this letter at once

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

ambikakamath - Contributing Member
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.

SALLYOGI - 
Ambikakamath or anyone can help me how to write a poor perfomance & late coming issue for one month? it it very urgent for me . thanks

Mahr - Senior Member
Dear goodaz, Do you need just a warning letter or is there any other rule of deductions or anything like that which is existing in your company?

Found This Useful? +Vote Up This Page Via Google.  

Why Vote? User validation is extremely important for good content to prosper.
Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.
This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network. Add the url of this thread if you want to cite this discussion.




Explore Topical Knowledge Areas

Interesting Relevant Discussions


DISCUSSSION STATISTICS


4
LIKES

15200
VIEWS

7
REPLIES

PLEASE KEEP YOUR CONDUCT PROFESSIONAL AND POLITE


3M Users, 100K+ Documents & 450K+ Discussions

Share »

Community Support & Professional Insights. Login or Register.
Email/Username     Password  

About Us - Advertise - Contact Us - RSS   On Google+  
All trademarks and copyrights held by respective owners. Member comments are owned by the poster.
Privacy Policy | Disclaimer | Terms Of Service
Facebook Page | Follow Us On Twitter | Linkedin Network