Dear Seniors,
I am very glad to have great advice from the seniors which help me in solving many issues of my own and help me in building my HR career.
I have to issue a warning letter to one of the TL as he has misrepresented a fact to the customer, due to which the company has faced damage and got into some legal issues as well. Kindly help me in preparing a letter as the client himself entered into this matter and asked to issue a warning letter.
From Netherlands
Acknowledge(0)
Amend(0)
I am very glad to have great advice from the seniors which help me in solving many issues of my own and help me in building my HR career.
I have to issue a warning letter to one of the TL as he has misrepresented a fact to the customer, due to which the company has faced damage and got into some legal issues as well. Kindly help me in preparing a letter as the client himself entered into this matter and asked to issue a warning letter.
From Netherlands
Acknowledge(0)Amend(0)
Starting with addressing the details of the employee and the subject matter, narrate briefly the situation undergone. Later, discuss the responsibility of the employee, the failure, consequences of the failure, and actions that could be taken against the employee. Strictly mention the future actions against such failure and misrepresentations, and demand damages and compensation for the loss and loss of reputation. You may also include a statement regarding the rights of the employer against the employee and the employee's duties, employment etiquette.
I would suggest always asking for justification in writing and making the employee accept the faults and rights for immediate action by the employer against the employee in case of a repetition of such faults. It is more valuable if such writing includes what led to the issue, the reasons behind it, and how far the employee feels responsible for it. This helps in addressing matters for discussion during meetings to prevent similar incidents in the future by other employees as well.
Please concentrate more on the punitive actions that could be taken rather than on the story.
Language is not as important as long as the letter is clear on its purpose with no ambiguities.
From India, Bangalore
Acknowledge(0)Amend(0)
203I would suggest always asking for justification in writing and making the employee accept the faults and rights for immediate action by the employer against the employee in case of a repetition of such faults. It is more valuable if such writing includes what led to the issue, the reasons behind it, and how far the employee feels responsible for it. This helps in addressing matters for discussion during meetings to prevent similar incidents in the future by other employees as well.
Please concentrate more on the punitive actions that could be taken rather than on the story.
Language is not as important as long as the letter is clear on its purpose with no ambiguities.
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Soofia77,
The information that you provided is very little or mild to be advised. However, the situation has to be clearly explained when you really need bona fide guidance in this forum. Henceforth, any such letter should always contain the date and place of the offense and the loss incurred by the company with reference to the pertinent rules and regulations or policies that have been violated by such person.
Date:
Name:
Employee Code:
Team:
WARNING LETTER
Dear Mr. ________,
Sub: Misrepresentation of factual data to the client XXXX - Reg
We refer to the terms and conditions of the employment offered to you with our esteemed organization and found that you were inconsistent in performing your duties towards providing misinformation/misrepresentation of data irrelevant to the client, which incurred a huge loss to the organization.
We consider this lack of commitment and responsibility regarding your work to be an act of omission, which, in the opinion of the management, is detrimental to the interest of the company.
Looking forward to your explanation on the same. You may contact the undersigned for any further queries.
For (Company's Name)
XXXXXXXXX (Name of the person)
Date
From India, Visakhapatnam
Acknowledge(0)Amend(0)
The information that you provided is very little or mild to be advised. However, the situation has to be clearly explained when you really need bona fide guidance in this forum. Henceforth, any such letter should always contain the date and place of the offense and the loss incurred by the company with reference to the pertinent rules and regulations or policies that have been violated by such person.
Date:
Name:
Employee Code:
Team:
WARNING LETTER
Dear Mr. ________,
Sub: Misrepresentation of factual data to the client XXXX - Reg
We refer to the terms and conditions of the employment offered to you with our esteemed organization and found that you were inconsistent in performing your duties towards providing misinformation/misrepresentation of data irrelevant to the client, which incurred a huge loss to the organization.
We consider this lack of commitment and responsibility regarding your work to be an act of omission, which, in the opinion of the management, is detrimental to the interest of the company.
Looking forward to your explanation on the same. You may contact the undersigned for any further queries.
For (Company's Name)
XXXXXXXXX (Name of the person)
Date
From India, Visakhapatnam
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Warning Letter - Disciplinary Action.xls
Example Letter-Discipli nary Action.doc