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A verbal warning is a communication given by someone in authority to another person, typically in a professional or disciplinary context, to address and highlight a specific issue or behavior that is deemed inappropriate or unsatisfactory. It serves as an initial form of reprimand or cautionary action, delivered in verbal form rather than being documented in writing. It is usually considered a preliminary step before further disciplinary actions in case the behavior or issue does not improve.

Typically, it is the responsibility of the supervisor or manager to issue and document verbal warnings to employees.

When filling out a verbal warning, it is important to be thorough and accurate. Here are the steps to follow: 1. Start by identifying the employee who will receive the verbal warning. Include their full name, job title, and department in the form. 2. Include the date and time of the incident or behavior that led to the verbal warning. Be specific about what happened and the circumstances surrounding it. 3. Clearly state the reason for the verbal warning. This can include violations of company policies, unacceptable behavior, poor performance, or any other issues that require correction. 4. Document the discussion that took place during the verbal warning. Include the names of all parties involved, as well as the details of the conversation. It is important to note the employee's response, any explanations given, and any actions discussed for improvement. 5. Be concise and avoid using vague or subjective language. Stick to the facts and provide concrete examples whenever possible. 6. Clearly outline the expectations moving forward and any consequences that may occur if the behavior or performance issue persists. This could include further disciplinary action, termination, or a performance improvement plan. 7. Lastly, both the supervisor issuing the verbal warning and the employee receiving it should sign and date the form to acknowledge that they have read and understood its contents. Remember to keep a copy of the verbal warning form in the employee's personnel file for future reference if needed.

The purpose of a verbal warning is to convey to an individual that their behavior or performance is not meeting expectations or violating policies. It serves as an initial step in the disciplinary process and is meant to address the issue early on before it escalates. Verbal warnings aim to inform the person of the problem, provide feedback, and allow them an opportunity to improve their actions or rectify the situation. Additionally, verbal warnings can be used as documentation in case further disciplinary action is necessary.

When giving a verbal warning to an employee, the following information should be clearly communicated: 1. The specific behavior or performance issue that has led to the warning. 2. The impact or consequences of the behavior or performance issue on the organization, team, or colleagues. 3. The expected standards of behavior or performance that the employee should meet. 4. The timeframe within which the employee is expected to improve or rectify the issue. 5. Any additional steps or actions that the employee should take to address the problem. 6. The potential consequences or disciplinary actions that may follow if the issue persists or worsens. 7. The opportunity for the employee to ask questions, seek clarification, or provide their perspective on the matter. 8. Documentation of the verbal warning, including the date, time, and parties involved. It is crucial to maintain accurate records of verbal warnings in case they need to be referenced in the future for any formal or disciplinary purposes.

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