Common use of Final Written Warning Clause in Contracts

Final Written Warning. Should the employee commit misconduct, which merits a final written warning, the same procedure for a verbal and written warning, set out above, must be followed. The employee shall also be informed that a further contravention may result in demotion, suspension without pay or dismissal. A final written warning will also be valid for 6 (six) months, unless the final written warning was given as a sanction after a disciplinary hearing, in which case it shall be valid for 12 (twelve) months.

Final Written Warning. Should the employee commit misconduct, which merits For serious breaches of conduct or continued poor performance or a final failure to improve conduct or performance following receipt of a written warning, the same procedure for a verbal and written warning, set out above, must be followed. The employee shall also must be informed warned that a any further contravention breach may result in demotion, suspension without pay or dismissal. A final written warning This will also be valid remain on the employee’s file for 6 (six) months, unless the final written warning was given as a sanction after a disciplinary hearing, in which case it shall be valid for period of 12 (twelve) months.

Final Written Warning. Should In the employee commit misconductevent of further misconduct or failure to improve standards of work performance, which merits a final written warning, the same procedure for a verbal and written warning, set out above, must be followed. The employee shall also be informed that a further contravention may result in demotion, suspension without pay or dismissal. A final written warning will also be valid given, stating that any further misconduct or continued failure to improve performance will render you liable for 6 (six) suspension or dismissal Written warnings will remain on your personnel record for 18 months. If during that period no further disciplinary action has been taken against you, the written warning will, unless the final written warning was given as a sanction after a disciplinary hearingotherwise stated, in which case it shall be valid for 12 (twelve) monthscease to have effect.

Final Written Warning. Should the employee Employee commit misconductan offence, which merits a final written warning, the same procedure as for a verbal and written warning, set out above, above must be followed. The employee shall Employee will also be informed that a further contravention may result in demotion, suspension without pay demotion or dismissal. A The final written warning will also be valid for 6 (six) months, unless the final written warning was given as a sanction after a disciplinary hearing, in which case it shall be valid for 12 (twelve) months.