1. To begin with, it is difficult to provide expert guidance when you have not stated explicitly why you were issued a warning letter. 2. The fact that you did not sign the letter does not indicate that it is ineffective. Sometimes experts need time to think about their response before sending a formal reply.
If your employer issues you a warning letter following the inquiry and you believe it is incorrect or unjust, you must react in writing. If you are requested to sign a warning letter, consider the following before deciding whether or not to sign it:
Will signing the letter improve matters for you? If you believe that it will not, then do not sign it. However, if you think it might help, then sign it but include a written explanation stating why you feel this action will benefit you.
Include any relevant information such as proof of your completion of training programs or seminars required by your employer. This will show that you are taking the warning seriously and want to correct any problems encountered during employment.
If your employer refuses to change its decision, then consider filing a grievance with their union or human resources department.
An employee does not admit guilt by signing a final written warning; rather, he or she confirms receipt of the document for procedural purposes. The employee's unwillingness to sign does not render your warning null and void. The employer can still use the information included in the warning as evidence of unsatisfactory performance.
So bear in mind that, while warning letters can act as reminders in general, verbal warning letters are more of a must. In this situation, verbal warning letters must conform closer to the premise that they are intended to remind recipients of whatever material was communicated previous to the letter's delivery. These letters cannot be considered legal actions; rather, they are meant to encourage compliance with company policy.
In order for verbal warning letters to be effective, they must include all of the necessary information. For example, if an employee asks why he or she is being given a verbal warning, then the employer should provide an answer. The best time to give a verbal warning is immediately following an incident when there is still time to correct the problem before it causes further damage to relationships within the organization. It is also important that employees know exactly what behavior will result in them being given a verbal warning so that they can take steps to avoid such a consequence. For example, if an employee does not understand why he or she has been given a verbal warning, then this lack of clarity could lead to further problems down the road.
Employers should try to give verbal warnings face-to-face so that there are no questions about what was said. However, if this is not possible, then employers should make sure that employees receive written notice of any issues that need to be corrected before they cause further harm to relationships within the organization.
If you feel the warning is unjust, you must provide a clear and thorough explanation of why. It is advised that you send a letter challenging the warning's foundation and including your account of the specific events, emphasizing, if feasible, that your behaviour was in accordance with corporate policy. If the company does not change their mind, or if they fire you for refusing to work under these conditions, then you have no choice but to sue them for discrimination.
In addition to filing a claim with the Equal Employment Opportunity Commission (EEOC), you may want to consider filing a lawsuit against your employer if they have violated your rights under any federal law. Federal employment laws include, but are not limited to, the Americans with Disabilities Act (ADA), which prohibits employers from discriminating against employees based on disability; the Family Medical Leave Act (FMLA), which provides job protection for employees who need to take time off from work to deal with medical issues related to pregnancy or serious health problems of themselves or family members; and the Pregnancy Discrimination Act (PDA), which prohibits employers from discriminating against women who have taken a leave of absence due to their pregnancies. There are also state laws prohibiting employment discrimination, so if you believe that you have been fired because of your disability, file a claim with your local EEOC office or civil rights agency. Your employer may be able to argue that they had good reason to fire you based on your conduct, rather than your disability.
4 responses Never, ever write a poor recommendation letter. If you can't say anything positive, say nothing at all (and inform the student that you won't be able to compose the letter). In terms of warning others, don't go beyond what is necessary and avoid giving negative advice.
It's best-practice advice. If you can't say anything positive, stay silent. Don't write a glowing recommendation if your candidate isn't up to par; instead, suggest ways that she can improve or come into compliance with the requirements of the position.
Of course, you should always give candid feedback, but if you're asked to write a recommendation letter for someone who hasn't performed well in an interview process, keep in mind that you need to be careful not to spread negativity. You don't want to discourage candidates from further applying for positions at your company.
However, it's important to note that even though you shouldn't write a negative recommendation letter, you don't have to write a positive one either. If you can't say anything good about the person being recommended, then don't say anything at all.
For example, let's say that during the interview process you learn that your candidate has been convicted of a crime. You would probably not recommend him/her for a job within your organization.