Can anyone help me?? i need a written warning letter for lateness please please help
From United Kingdom, Manchester
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1From United Kingdom, Manchester
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Dear Mr/Ms,
It is with concern that we note you have been habitually arriving late to work. Below are specific instances of your tardiness over the past two months:
1.
2.
3.
4.
5.
Please be aware that arriving late not only impacts your individual work but also disrupts the entire process you are a part of. You are hereby advised to be punctual to work.
Authorized Signatory
This could be the first letter. If this behavior persists, a more strongly worded letter may be issued.
Dear Mr,
We previously addressed your habitual lateness in a letter. Despite our advice, you have continued this behavior, as evidenced by specific instances of tardiness over the past month:
1.
2.
3.
4.
You are urged to rectify this habit immediately. Failure to do so will prompt the organization to take appropriate action.
Authorized Signatory
From India, Chennai
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It is with concern that we note you have been habitually arriving late to work. Below are specific instances of your tardiness over the past two months:
1.
2.
3.
4.
5.
Please be aware that arriving late not only impacts your individual work but also disrupts the entire process you are a part of. You are hereby advised to be punctual to work.
Authorized Signatory
This could be the first letter. If this behavior persists, a more strongly worded letter may be issued.
Dear Mr,
We previously addressed your habitual lateness in a letter. Despite our advice, you have continued this behavior, as evidenced by specific instances of tardiness over the past month:
1.
2.
3.
4.
You are urged to rectify this habit immediately. Failure to do so will prompt the organization to take appropriate action.
Authorized Signatory
From India, Chennai
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Dear [Recipient],
With reference to our recent observation, it has been brought to our notice that despite being given repeated verbal warnings and our warning letter dated [date] regarding your failure to report to work on time, this memo from the HR department documents that you must make immediate improvements in the above-stated matter.
We hope the above is understood, accepted, and put into practice by you with immediate effect. Non-compliance with the same will result in dismissal from your employment at [Company Name].
For XYZ Company,
Mgr HR
From India, Mumbai
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With reference to our recent observation, it has been brought to our notice that despite being given repeated verbal warnings and our warning letter dated [date] regarding your failure to report to work on time, this memo from the HR department documents that you must make immediate improvements in the above-stated matter.
We hope the above is understood, accepted, and put into practice by you with immediate effect. Non-compliance with the same will result in dismissal from your employment at [Company Name].
For XYZ Company,
Mgr HR
From India, Mumbai
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Dear Ambika Kamath or any esteemed forum member,
Please advise on the importance that should be given to an employee regarding his habitual lateness.
- An employee facing issues with late arrivals and displaying low performance should be dismissed.
- An employee who struggles with punctuality but shows potential for improvement in performance could be given a chance.
- An employee who excels in performance and is punctual should be recognized and praised.
- However, what approach should be taken for an employee with excellent performance but consistently arrives late?
In the fourth scenario, what criteria should be established to issue warnings and subsequently take appropriate actions?
For instance, if an employee is a top performer but has a chronic tardiness problem, how should we address this issue? Is termination necessary given the risk that they might join a competitor? Your guidance on the steps to be followed would be greatly appreciated.
Thank you.
From India, Vadodara
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Please advise on the importance that should be given to an employee regarding his habitual lateness.
- An employee facing issues with late arrivals and displaying low performance should be dismissed.
- An employee who struggles with punctuality but shows potential for improvement in performance could be given a chance.
- An employee who excels in performance and is punctual should be recognized and praised.
- However, what approach should be taken for an employee with excellent performance but consistently arrives late?
In the fourth scenario, what criteria should be established to issue warnings and subsequently take appropriate actions?
For instance, if an employee is a top performer but has a chronic tardiness problem, how should we address this issue? Is termination necessary given the risk that they might join a competitor? Your guidance on the steps to be followed would be greatly appreciated.
Thank you.
From India, Vadodara
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Hello Ambikakamath or any esteemed forum member,
Please advise, how much importance should be given to an employee regarding his late coming.
- For an employee with late coming issues and low performance, they should be warned, both verbally and in writing, and then should be terminated.
- An employee with punctuality issues and low performance could definitely be given a chance for improvement regarding performance. They should be given a chance, have their Key Result Areas (KRA) outlined, their profile reworked and discussed, assess if they need training or coaching, identify their strengths in work, and consider transferring them to another section.
- An employee with high performance and punctuality should be given accolades. Setting an example for others to follow will boost morale and motivation.
- In the case of an employee with high performance but late coming, the situation should be addressed by discussing it verbally initially. If there is no improvement, involving the department head is necessary. If the issue persists, written warnings should be given, and if needed, other senior management such as HR heads, MD, or CEO should be informed. Understanding the reasons behind the late coming is crucial, whether it is intentional, if prior permission was obtained, and if the respective department head is involved.
Regardless of the above scenarios, HR must ensure all employees adhere to the organization's rules and regulations.
I hope this information is helpful.
In the fourth case, the criteria for issuing warnings and subsequent steps should be based on the individual's performance record, the severity and consistency of late coming, attempts made to address the issue, and the impact on the overall team and organizational goals.
Thank you!
From India, Mumbai
Acknowledge(0)Amend(0)
Please advise, how much importance should be given to an employee regarding his late coming.
- For an employee with late coming issues and low performance, they should be warned, both verbally and in writing, and then should be terminated.
- An employee with punctuality issues and low performance could definitely be given a chance for improvement regarding performance. They should be given a chance, have their Key Result Areas (KRA) outlined, their profile reworked and discussed, assess if they need training or coaching, identify their strengths in work, and consider transferring them to another section.
- An employee with high performance and punctuality should be given accolades. Setting an example for others to follow will boost morale and motivation.
- In the case of an employee with high performance but late coming, the situation should be addressed by discussing it verbally initially. If there is no improvement, involving the department head is necessary. If the issue persists, written warnings should be given, and if needed, other senior management such as HR heads, MD, or CEO should be informed. Understanding the reasons behind the late coming is crucial, whether it is intentional, if prior permission was obtained, and if the respective department head is involved.
Regardless of the above scenarios, HR must ensure all employees adhere to the organization's rules and regulations.
I hope this information is helpful.
In the fourth case, the criteria for issuing warnings and subsequent steps should be based on the individual's performance record, the severity and consistency of late coming, attempts made to address the issue, and the impact on the overall team and organizational goals.
Thank you!
From India, Mumbai
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