Tips and info

Construct warnings wisely

July 2002

Clear communication can lead to clear expectations and reduced conflict. The best practices listed below are intended to support clarity and protect your organization. If you have a personnel situation you would like to discuss, please call Maureen Marfell at the Personnel Services Program toll-free hotline (800) 358-2163. Access to the toll-free hotline is just one of the many benefits available to you as a member of the Joint Agencies' Trust.

Verbal warning

  • May prompt employees to modify or stop behavior/conduct that violates rules or policies.
  • Sufficient for minor or isolated violations of rules.
  • Remember to document verbal discussions

Written warnings

  • Can serve to remind employees of the consequences of continuing or further violations of your company's rules or standards of conduct
  • Progressive warnings may ultimately place an employee on notice that further infractions may result in suspension or dismissal.
  • Reasonable and consistent use of warnings is essential to providing the paper trail or documentation necessary for defending your company's interest against unwarranted claims and frivolous litigation

NOTE: For advice on how a possible dismissal will be viewed under unemployment insurance law consult Paul Fountain at (800) 846-9251 ext. 240.