Second Formal Warning Clause Samples

Second Formal Warning. Documentation similar to that discussed above should be generated, emphasising that despite previous intervention, the work performance is still unsatisfactory.

Second Formal Warning. Where the same or similar behaviour continues within three months of the first formal warning and it is necessary to issue a second formal warning, this shall be issued, in writing, by either ▇▇▇▇▇▇▇, the Project Manager or Divisional Manager to the employee. A copy of the written warning will also be given to the employee's union delegate.

Second Formal Warning. Where the same or similar behaviour continues and it is necessary to issue a second formal warning, this shall be issued, in writing, by the site or factory manager or the personnel and industrial relations manager. A copy of the written warning shall be given to the Union delegate. At the time of issuing a written warning the site or factory manager or the personnel and industrial relations manager shall canvass the desirability of counselling the Employee. Final Warning Where the same, or similar behaviour continues and it is necessary to issue a final warning this shall be issued by the site or factory manager or the personnel and industrial relations manager. The warning shall be in writing and shall be issued to the Employee in front of the Union delegate.

Second Formal Warning. 42.6.1 Where, at the date by which reasonable improvement is expected, the line manager believes that counselling, development and guidance has not produced the improvement required, a written second formal warning will be issued clearly stating: • Specific areas of performance or conduct which are still considered unsatisfactory, and should be addressed by the staff member; • The nature of the improvement required; • The reasonable time within which such improvement must occur (“the assessment period”); • The availability of professional development and other resources, where appropriate, to assist the staff member in improving performance; and • The date for a meeting to discuss the specific areas of performance. Following the meeting, the staff member will be entitled to 10 working days to respond to the line manager. The line manager must give due and proper weight to any response provided by the staff member and will either: • confirm the advice of underperformance and the remedial action required; • modify any or all of the particulars contained in the previous advice; or • withdraw the advice.

Second Formal Warning. The second stage involves a second formal warning being issued. The process for a second formal warning is the same as for a first with two additional requirements:  It must be emphasised to the employee that the matter is more serious and a further failure to improve carries the possibility of dismissal, and  The Chief Executive Officer must be formally advised that a second warning has been issued. If no improvement occurs, it will be necessary to proceed to the third stage.

Second Formal Warning. Documentation similar to that discussed above should be generated, emphasising that despite previous intervention, the work performance is still unsatisfactory. A letter to the staff member summarising the work performance expectations required, the date of the next review, and that failure to achieve a satisfactory level of work performance by that date will jeopardise the staff member future employment, should be provided to the staff member. The escalation here from "may" jeopardise future employment with a first formal warning to "will" jeopardise future employment signifies that a second formal warning has occurred Second Progress Review At the end of the agreed time-frame, the staff member work performance will be reviewed. Again, Managers/Supervisors should have their own witness present. Prior to meeting with the employee, the Supervisor should discuss with their Manager, the employee's performance during the period of review and whether the employee’s work performance has reached the required standard and agree the next step. The extent of improvement will determine the next step. Satisfactory Performance If at the second review it is evident that the staff member has improved their work performance to the required standard and appears likely to maintain that standard, this should be conveyed to the employee at the review meeting. The employee should be informed in writing that if the standard of work performance continues, no further review is required. Documentation Required - Satisfactory Performance The meeting discussion should be confirmed in writing to the staff member, acknowledging the extent of the improvement observed, and encouraging the maintenance of the expected standard of performance. A copy of this letter should be placed on the staff member confidential file, and remain on file for a specified period. If no further informal or formal counseling occurs in direct relation to the matter, the disciplinary documentation should then be removed from the file. Unsatisfactory Performance Prior to the second review meeting it will need to be clearly identified that problems still exist and the employee's performance has not improved to the required standard. It is likely that consideration will be given to termination of employment. This is a significant step and therefore it is important that correct Policy and industrial standards of fairness are applied. Accordingly, the steps that are to be followed are outlined in detail below: Ensur...

Second Formal Warning. At the time of the review (as in 12.6.1.5 above), the employee’s performance may have improved to such a degree that there will be no need for any further formal process. Should this be the case all records in relation to this matter may be removed from the personnel file immediately or alternatively remain on record for no more than 12 months.