[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-172886-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-172886-en":126},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","written-warning-template-disciplinary-letter-template","Written Warning Template - Disciplinary letter template","","Written Warning Template is a structured disciplinary letter format for documenting formal notice to an employee regarding unsatisfactory job performance, unacceptable personal conduct, or grossly inefficient job performance. It specifies the legal/policy basis, the factual reasons with incident reporting details, required corrective actions and support interventions, relevant prior occurrences, and possible ramifications up to dismissal. Optional EAP referral, reinforcement language, and employee rights for acknowledgement and submission timelines are included.",{"@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-template-disciplinary-letter-template/172886/",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-template-disciplinary-letter-template/172886.png","ImageObject",442,249,{"name":42,"@type":43},"Sarah ","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/octet-stream","2026-10-20","2026-09-01",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",15,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What information must be included in the written warning letter’s purpose section?","Question",{"text":63,"@type":64},"The letter states that the employee is being issued a written warning for the specific category (unsatisfactory job performance, unacceptable personal conduct, or grossly inefficient job performance) and cites the applicable section of the State Human Resources Manual, including relevant page references. If conduct is unacceptable, the violations should be listed, and performance issues require the defined description.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What details are required under “Specific factual reasons for the action”?",{"text":68,"@type":64},"It must explain how management became aware of the incident, including who reported what to whom and on what date, plus names and details of witnesses and any observers of video surveillance. The template also calls for quoting relevant internal policy provisions and citing examples showing how the employee’s actions violated those policies, along with performance expectations and interventions already provided.",{"name":70,"@type":61,"acceptedAnswer":71},"What timeframe and consequences should be documented for required improvements?",{"text":72,"@type":64},"The letter must specify required corrective actions and new expectations and describe support actions (e.g., meetings, shadowing, training). It also states that sufficient correction is generally expected within 30–60 calendar days for performance issues and immediately for conduct corrections, and it outlines that failure to improve may lead to additional discipline up to and including dismissal, with a follow-up meeting within 60 days.","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},172886,1788297377,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,103,108,113,117,122],{"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":55,"doc_module":22,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},"Posters",60,"posters",{"id":104,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},16,"Social Media",50,"social-media",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},17,"Forms",40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":115,"slug":116},18,30,"letters",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},21,"Paper Templates",5,"papers-templates",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":4,"slug":125},158,"General","general-158",{"code":4,"msg":82,"data":127},{"doc_id":79,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":114,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":30,"language":135,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":12,"update_tm":80,"read_time":22},962085320529,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","Written Warning Template\nAgency/University Letterhead\nDATE:\t(Date)\nTO:\tFIRST AND LAST NAME (Personnel Number: #)\nFROM:\tSUPERVISOR’S FIRST AND LAST NAME\nTITLE\nDEPARTMENT, DIVISION\nRE:\tWritten Warning for (Unsatisfactory Job Performance/Unacceptable Personal Conduct/Grossly Inefficient Job Performance)\nPurpose of the Notification:\nYou are being issued a written warning for (Unsatisfactory Job Performance/Unacceptable Personal Conduct/Grossly Inefficient Job Performance) as defined in Section 7, page #, (page 4 for job performance/ page 3 for personal conduct/grossly inefficient page) of the State Human Resources Manual. (If Unacceptable Personal Conduct, list the violations.)  (Also include violation(s) of any internal policy (ies) or procedure(s) if it is a violation of a known or written work rule.)  (If violation is unsatisfactory job performance, include the definition—i.e., unsatisfactory job performance is defined as, “work-related performance that fails to satisfactorily meet job requirements as set out in the relevant job description, work plan, or as directed by management.”)\nSpecific factual reasons for the action:\nState how management was made aware of the incident. Using names, include who reported the incident to whom, on what date, and the details of the report.  Also, using names and titles, list any witnesses to the incident and observers/reviewers of video surveillance, etc. Include verbiage from written statements from everyone involved, if available. Cite specific policy violation(s) and quote the policy (ies).  Cite examples of how the actions of the employee violated the policy cited.  State the performance expectations and what interventions have occurred (i.e., coaching/counseling, improvement plan, training, etc.).\nList Relevant Past Occurrences and Active Disciplinary Actions:\nNote any past relevant conversations with the employee regarding this topic, including other documented relevant training, or other evidence showing that the employee was aware of expectations, etc. Include all active disciplinary actions, and list them with a brief synopsis.\nYou currently have X . . . in your personnel file, specifically due to Unsatisfactory Job Performance / Unacceptable Personal Conduct/Grossly Inefficient Job Performance.\nYou attended training (name of training) on this (date).\nYou received documenting coaching/counseling on (date or dates).\nSpecific improvements/timeframe allowed to resolve the performance or conduct issue:\nSpecifically detail required corrective actions or new expectations. Indicate actions that will be taken in order to support the employee in making corrections to his/her performance (e.g., meeting, shadowing, training etc.). Sufficient correction of performance issues generally needs to occur within 30-60 calendar days of receiving the written warning. Conduct corrections are expected to be immediate.\nExample:\nMeet the performance expectations of your position.\nComply with all agency/university policies and procedures, including ABC.\nComplete the remaining case files by December 15, 2015.\nNotify me immediately if you encounter any problems and need assistance.\nState the ramifications of a failure to make the required improvement:\nFailure to make improvements as indicated above or any other incidents of unsatisfactory job performance and/or unacceptable personal conduct will result in additional disciplinary action up to and including dismissal. We will meet again within 60 days of this Written Warning to discuss improvements or remaining concerns in your work.\nReferral to EAP if appropriate (optional):\nThe Employee Assistance Program (EAP) is a confidential service designed to help employees resolve problems that may be affecting their personal or work life. EAP provides confidential referrals to appropriate resources.  If you wish to schedule an appointment or seek additional information, please contact the McLaughlin Young Group at (number), or you may contact (Name, Title) in Human Res","cbCaiauIUq06sOpK","https://ap.wps.com/l/cbCaiauIUq06sOpK","doc",42496,"English","# Purpose of the Notification\n# Specific factual reasons for the action\n# List Relevant Past Occurrences and Active Disciplinary Actions\n# Specific improvements/timeframe allowed to resolve the issue\n# State the ramifications of a failure to make the required improvement\n# Referral to EAP if appropriate (optional)\n# Reinforcement\n# Employee Rights\n# Supervisor’s Signature and Employee’s Acknowledgement\n## cc: Appropriate Chain of Command","[{\"question\":\"What information must be included in the written warning letter’s purpose section?\",\"answer\":\"The letter states that the employee is being issued a written warning for the specific category (unsatisfactory job performance, unacceptable personal conduct, or grossly inefficient job performance) and cites the applicable section of the State Human Resources Manual, including relevant page references. If conduct is unacceptable, the violations should be listed, and performance issues require the defined description.\"},{\"question\":\"What details are required under “Specific factual reasons for the action”?\",\"answer\":\"It must explain how management became aware of the incident, including who reported what to whom and on what date, plus names and details of witnesses and any observers of video surveillance. The template also calls for quoting relevant internal policy provisions and citing examples showing how the employee’s actions violated those policies, along with performance expectations and interventions already provided.\"},{\"question\":\"What timeframe and consequences should be documented for required improvements?\",\"answer\":\"The letter must specify required corrective actions and new expectations and describe support actions (e.g., meetings, shadowing, training). It also states that sufficient correction is generally expected within 30–60 calendar days for performance issues and immediately for conduct corrections, and it outlines that failure to improve may lead to additional discipline up to and including dismissal, with a follow-up meeting within 60 days.\"}]","Written Warning Template - Disciplinary letter template | DOC"]