Warning Letter for Employees — Have you ever heard of the first, second, and third warning letter? Warning letter is a letter made for employees who have made mistakes or violated company rules. Even though the employee has committed a violation, the company cannot directly terminate the employee.
In addition to avoiding direct layoffs, a warning letter was created with the aim of providing a deterrent effect on employees who commit violations, and as an example for other employees not to commit the same violation. So, if you are not very familiar with this letter, just take a look at the examples and provisions according to the law, let’s go!
All companies do not want their employees to be fired for reasons of lack of competence or indiscipline. However, if you find employees who violate company rules, they will be dealt with as soon as possible. As given first warning letter or second warning letter so that the employee concerned can improve his attitude. The discussion this time describes various examples of a warning letter for employees that must be known.
Regulations on Warning Letter for Employee
Employees who make mistakes cannot be dismissed just like that. There are several stages such as warning letter-1 and warning letter-2. Violations or actions that have been carried out have exceeded the limit, a warning letter-3 will be given. Where is the last warning letter as well as a termination letter.
A warning letter for employees cannot be made at will by the company or the HR division. As for the regulations related to warning letters, it is closely related to job dismissals that may be done by companies. The warning letter is valid for a maximum of 6 months unless warning letterecified in the collective working agreement.
What is meant by the 6 month validity period is, if in case a worker commits a violation, then he is given the first letter, then the worker commits the violation again within that validity period, the employer can issue a second letter, which is also valid for 6 months. If the worker continues to violate the second letter, the employer can issue the third (last) letter which is valid for 6 months. If during that time, the worker commits another violation, then this can be used as a reason for layoffs.
However, in the event that the 6 month period since the issuance of the first warning letter has been passed, the worker commits the violation again, then the warning letter issued by the employer is returned as the first warning, the same also applies to the second and third warning letter for employees.
Tips for Making a Warning Letter for Employee
Several stages in writing SP. First, write down the names and titles of the employees who performed successfully. The reasons that explain the subsequent dedication of the letter, for example, could be due to succession without clear reasons. Finally, also explain the purpose of presenting the letter, so that the employee does not make the mistake of returning it.
Making a warning letter for employees cannot be done carelessly. The reason is that there are several important points related to the future of employees and the company. In addition, work warning letters must also be complied with in accordance with the Manpower Law and government regulations. In order not to be mistaken, consider some tips for making the following work warning letters:
- Ensure that the violations committed by employees have crossed the limit as stated in the initial Work Agreement.
- Ensuring the validity period of the Warning Letter. Based on Article 161 of the Manpower Law, the issuance of a Warning Letter has a validity period of 6 months.
- The creation of a Warning Letter is only done by the HR Division. So that the HR Division is truly rewarning letteronsible for following up the company’s internal problems.
- Clearly include the employee data that has been given a Warning Letter. At a minimum, in a Work Warning Letter, write your real name, employee ID, and position.
- Include the signature and name of the author of the Work
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Who Signed the Employee Warning Letter?
Ideally, this written warning letter for employees should be signed by the employee concerned, along with the manager, HRD, or supervisor. However, it is not mandatory for employees to sign a warning letter. However, if the employee co-signs, he does not have to agree to the contents of the notification in the letter.
The employee’s signature only indicates that they received a warning letter and can discuss this with their supervisor. Companies can also involve a witness to sign, but it must be noted that each witness must respect the confidentiality of the contents of the warning letter and not divulge it to any party.
What to Do if You Have Given an Employee’s Warning Letter
After knowing the sample warning letter for employees, HR must understand what to do afterwards. If the HR has provided the employee’s warning letter, it will look for solutions so that employee productivity is optimal as before. Whether it’s by providing work motivation, inviting discussions, and reviewing employee performance. After that, monitor again how the employee’s performance, whether it has improved and improved or not.
However, HR is unable to handle the problems of all problematic employees in the company. Therefore, an application that helps HR work is needed. This one application should be effective in managing HR and HR administration to make it more effective. Its uses are very diverse, namely calculating employee wages, training development and employee development, and others.
When working in other people’s company, you cannot mess around. Obey company rules or regulations, as well as work agreements that have been set, so that it is mutually beneficial for both parties. Also, work honestly.
That is the main asset for a person to work. If you are honest, diligent, and obey the rules, the company will be proud to have employees like you and will not need to issue a warning letter for employees.