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Formal Letter Of Warning To Employee Template for Philippines

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Key Requirements PROMPT example:

Formal Letter Of Warning To Employee

"I need to generate a Formal Letter of Warning to Employee for a retail staff member who has had three instances of tardiness in January 2025, with specific reference to our company's attendance policy and progressive disciplinary procedures."

Document background
A Formal Letter of Warning to Employee is a critical HR document used in the Philippine employment context when formal documentation of employee misconduct, performance issues, or policy violations is necessary. It serves as an essential step in progressive discipline, complying with the Philippine Labor Code and DOLE regulations regarding due process in employee discipline. This document is typically issued after verbal warnings have proven ineffective or when the severity of the infraction warrants immediate written documentation. The letter must be carefully drafted to include specific details of the incident(s), clear references to violated policies, explicit expectations for improvement, and potential consequences of non-compliance, while ensuring adherence to local labor laws and regulations. It forms part of the employee's official record and may be crucial in supporting future disciplinary actions or defending against unfair dismissal claims.
Suggested Sections

1. Letter Header: Company letterhead, date, reference number, and formal business letter formatting

2. Addressee Details: Employee's complete name, position, department, and employee ID number

3. Subject Line: Clear indication that this is a formal warning letter and the general nature of the violation

4. Incident Description: Detailed account of the specific incident(s) or behavior that prompted the warning, including dates, times, and locations

5. Policy Violation: Clear citation of the specific company policies, rules, or regulations that were violated

6. Previous Discussions/Warnings: Reference to any prior verbal warnings, counseling sessions, or related incidents

7. Expected Behavior: Clear statement of the expected conduct and specific improvements required

8. Consequences: Description of what will happen if the behavior continues, including possible disciplinary actions

9. Improvement Plan: Specific actions or measures the employee needs to take to correct the behavior

10. Acknowledgment: Space for employee signature acknowledging receipt of the warning letter

Optional Sections

1. Performance Improvement Timeline: Specific timeframe for expected improvements, used when setting measurable goals

2. Support Resources: Information about available support or training resources, included when behavioral changes require additional support

3. Union Representative Notice: Required when the employee is under union coverage

4. Appeal Process: Information about the company's appeal procedure, included when company policy requires it

5. Rehabilitation Program: Details of any mandatory programs or counseling, included for cases involving substance abuse or similar issues

Suggested Schedules

1. Incident Report: Detailed documentation of the specific incident(s) that led to the warning

2. Witness Statements: Written statements from witnesses or supervisors regarding the incident

3. Previous Warning Records: Copies of any previous warnings or related correspondence

4. Relevant Company Policies: Excerpts from employee handbook or company policies that were violated

5. Performance Records: Relevant performance evaluations or incident documentation

Authors

Alex Denne

Head of Growth (Open Source Law) @ 黑料视频 | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Relevant legal definitions

























Clauses




















Relevant Industries

Banking and Finance

Information Technology

Manufacturing

Retail

Healthcare

Education

Business Process Outsourcing

Construction

Hospitality

Telecommunications

Professional Services

Transportation and Logistics

Real Estate

Energy and Utilities

Government and Public Sector

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Operations

Administration

People Operations

Talent Management

Industrial Relations

Corporate Services

Relevant Roles

HR Manager

HR Director

HR Business Partner

Employee Relations Manager

Human Resources Officer

Department Manager

Line Manager

Supervisor

Chief Human Resources Officer

HR Compliance Officer

HR Operations Manager

Legal Counsel

Department Head

Team Leader

Operations Manager

Industries







Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks, 聽Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination, 聽Severance Pay, Governing Law, Entire Agreemen

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