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Includes drafting standards requiring factual statements without protected-class references, plus a complete sample letter with placeholders for employee, dates, department, and signature fields.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/written-warning-letter-performance-management-documentation/276518/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/written-warning-letter-performance-management-documentation/276518.png","ImageObject",442,249,{"name":42,"@type":43},"Paura","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-11-02","2026-09-15",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",19,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What is the purpose of a formal written warning in performance management?","Question",{"text":63,"@type":64},"It reinforces the importance of carrying out assigned duties properly and/or following policies. The goal is to improve performance and/or behavior.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What elements must be included in a written warning?",{"text":68,"@type":64},"A written warning should state the problem, reference prior discussions and actions, give specific directives to correct unacceptable performance or conduct, clearly indicate it is formal discipline, and explain consequences for lack of improvement, including signature and date lines.",{"name":70,"@type":61,"acceptedAnswer":71},"What drafting standard applies when stating facts in the warning?",{"text":72,"@type":64},"State the facts without references to a protected class, inferences, assumptions, or legal/medical opinions.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},276518,1789493729,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,114,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},17,"Forms",40,"forms",{"id":115,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":116,"slug":117},18,30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":115,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":30,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":80,"read_time":22},13056712833777,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","Guidelines & Templates for Performance Management Documentation  \nProgressive discipline is an opportunity to educate the employee and to promote successful performance. The goal of any disciplinary action is to improve performance and/or behavior. Policies related to performance management can be found at [http://policies.emory.edu/](http://policies.emory.edu/ under Employee Relations. When)[ under Employee Relations. When](http://policies.emory.edu/ under Employee Relations. When) discussions with an employee are unsuccessful in improving performance, the supervisor may need to move to a formal, written warning.  \nElements of a Written Warning  \n1. State the problem*  \n2. Refer to previous discussion(s) with the employee and/or the action(s) taken to date.  \n3. State the specific directives for correcting the unacceptable performance and/or conduct.  \n4. Indicate that the notice represents formal discipline and is a warning or final warning.  \n5. Inform the employee of the consequences for lack of improvement, and/or that continued failure to meet expectations will result in further discipline, up to and including termination.  \n6. Signature and date lines for employee to sign.  \n*state the facts of the situation without references to a protected class**, inferences,  \nassumptions, or legal or medical opinions such as,“You seem to have a really bad attitude.”  \n“You fraudulently obtained  ”  \n“I think you may be depressed.”  \n**race, color, religion, ethnic or national origin, gender, genetic information, age, disability, sexual orientation, gender identity, gender expression, veteran’s status  \nSample: Written Warning  \n\u003C\u003CDepartment Header>>\u003C\u003CDate>>  \n\u003C\u003CEmployee name>>\u003C\u003CEmployee office address>>  \n\u003C\u003CDear (first name),>>  \nYou are being given this written warning to reinforce the importance of carrying out your assigned duties properly and/or following all Emory University and departmental policies, practices and procedures.  \n(Sample items. Use only those that apply) :  \n• Tardiness: Emory University Human Resources Policy, 4.62, provides that employees may be disciplined for “Failure to follow Emory’s policies or procedures.” In this department, that means that you are to be at your workstation promptly at 8:00 a. m. , ready to perform your assigned duties, greet visitors, and answer the phone. I have discussed this matter with you several times, most recently on, \u003C\u003Cdates>> . It is critical that you improve your punctuality.  \n• Failure to perform: Emory University Human Resources Policy, 4.62, Standards of Conduct, provides that employees may be disciplined for,“Neglect of duty or failure or refusal to perform job-related duties and assignments.” This means that you are expected to perform all work assignments at a satisfactory level. On \u003C\u003Cdates>> you were asked to reconcile the xxxx account which is a fundamental duty within your job description. This task was completed 3 and 6 days late, respectively, and contained several errors. It is extremely important that this task be performed accurately and on schedule.  \n• Communication/behavior: Emory University Human Resources Policy 4 .62, Standards of Conduct, prohibits,“Inappropriate, disruptive, discourteous or irregular behavior adversely affecting students, employees, patients, or visitors.”On \u003C\u003Cdates>> , in a public area of the building in the presence of students and customers, you argued loudly with your supervisor, using inappropriate language and exhibiting discourteous behavior. You then left the area, slamming the door behind you. I have discussed similar behavior with you several times before, most recently on \u003C\u003Cdate>> when you received a verbal warning and you were advised how to address disagreements you may have with your supervisor. Such behavior must stop immediately.  \n• Policy violation: Emory University Human Resources Policy, 4.62, Standards of Conduct, provides discipline for failure to follow policies and procedure,“An employee on jury duty is expecte","cbCaihA6IsGnPWS3","https://ap.wps.com/l/cbCaihA6IsGnPWS3","pdf",15094,"English","# Elements of a Written Warning\n## Problem statement and prior discussions\n## Corrective directives and formal notice\n## Consequences and signatures\n# Sample: Written Warning","[{\"question\":\"What is the purpose of a formal written warning in performance management?\",\"answer\":\"It reinforces the importance of carrying out assigned duties properly and/or following policies. The goal is to improve performance and/or behavior.\"},{\"question\":\"What elements must be included in a written warning?\",\"answer\":\"A written warning should state the problem, reference prior discussions and actions, give specific directives to correct unacceptable performance or conduct, clearly indicate it is formal discipline, and explain consequences for lack of improvement, including signature and date lines.\"},{\"question\":\"What drafting standard applies when stating facts in the warning?\",\"answer\":\"State the facts without references to a protected class, inferences, assumptions, or legal/medical opinions.\"}]","Written Warning Letter - Performance Management Documentation | PDF"]