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Even with efficient management and a very clear organizational policy, sometimes employees can behave inappropriately, which harms the company's performance and productivity. Dealing with this scenario is always a challenge, but there are appropriate mechanisms and correct ways to reprimand or issue a warning at work . So, to help you exercise caution and choose the appropriate type of warning for each case, we have gathered some information that every manager, leader or business owner needs to know to avoid making mistakes that could harm the company. Check it out below and understand! What is a warning at work? A warning at work is a type of punishment that the manager can apply to the employee. It serves as a warning to professionals who have committed an infraction against a company rule. Furthermore, the warning can be seen as an educational measure for employees who need to change certain behavior, correct a mistake or lack of discipline. In other words, through this tool, the manager gives the professional the opportunity to correct their posture and adapt to what the company expects . What are the types of warnings at work? There is not just one type of warning, which is why the choice will depend on the severity of the error committed by the employee.
Some possible warnings are: Verbal warning; Written warning; Suspension; Verbal warning The first type of warning is verbal. It is used as an initial disciplinary measure, that is, the first time the employee makes a mistake. To do this, the manager must warn the employee privately, never in front of customers or co-workers. It is also important that the situation that gave rise to the warning at work is explained Phone Number AU clearly to the employee, making them aware that, if the conduct is repeated, they will suffer more severe punishments. Written warning The second type of warning is written, which is normally applied if the same fault is committed a second time. In this case, the manager must issue the written warning in two copies, and the document must contain a detailed description of the infraction. The employee must then sign the warning in the presence of two witnesses. Suspension Another possibility of warning is suspension, which is the most serious before dismissal. This procedure must be resorted to if the two previous attempts were unsuccessful, and the employee persisted again with the same error.
Within this, in accordance with Article 474 of the Consolidation of Labor Laws (CLT), the suspension period can be up to 30 days. However, it is essential that the employer uses common sense when applying this type of penalty. After all, the suspended days will be deducted from the professional's payroll in the subsequent month. Dismissal for just cause Although it is not a warning, it is important to mention the dismissal here. This is because it is also a form of punishment, being the most severe of them. Therefore, if the previous guidelines and warnings were not enough for the employee to change their behavior, then the company can resort to dismissal for just cause. However, it is worth noting that, for a dismissal to occur for just cause, it is not mandatory for the employer to register prior warnings against the employee. In other words, a warning is not a prerequisite for dismissal for just cause. Some acts that constitute just cause according to the CLT are: Habitual or work-related drunkenness; Dishonest acts that generate losses for the company ; Bad behavior or practice of an immoral act of a sexual nature ; Act of insubordination (disrespect for company rules) or indiscipline (failure to comply with an order given by the leader.
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發表於 2024-3-16 15:26:31
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