THE warning at work is an answer — within the work laws — to certain behaviors and attitudes in the corporate environment.
These are situations subject to punishment, but the company's managers and HR disagree about dismissal as an immediate consequence. For example: the collaborator who has accumulated delays periodically.
But, what are the rules that can motivate the application of the warning at work and from which situations can the resource be used? That's what we'll see here, in this post!
What is warning at work?
The name well implies the concept of this type of punishment. This is an alert for the employee who disrespects one or more rules of conduct of the company.
It turns out that it is a mild form of reprimand, notifying you that the behavior or attitude is not to be repeated. Below are some examples of the reasons for applying a warning at work:
- employee negligence;
- use of non-corporate tools in Desktop (like mobile games);
- disrespect to company values present in the bylaws, such as the dress code;
- yield much lower than expected;
- continued and unjustified delays — the same goes for absences.
Among other possibilities that interfere — directly or indirectly — in the team's productivity and also in the harmonious climate.
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How to apply the warning at work?
Although it is a notification, the warning at work must follow some formal precepts for its application. Among the main ones, we highlight the following:
In general, it is considered that the warning should be applied as soon as the undesirable situation occurs. Except, of course, as a result of facts that require investigation before any retaliatory measure.
Example: if an employee insists on not following the company's dress code, the warning must be applied immediately.
Now, if one co-worker complains about the other—for different reasons that cannot be immediately verified—it's okay to wait for the case to be resolved.
It should be noted that management and HR cannot apply more than one punishment for the same wrongful act simultaneously.
For example: let's say that a professional has caused some discomfort with other colleagues and is verbally warned. Thus, it is wrong to suspend the collaborator right away, without his having had time to correct his posture, attitude or behavior.
It is the proportional dosage of punishment. Here, the issue is governed by the common sense of the employer, who must analyze the functional past of those who violated one or more rules of conduct of the company, for example.
If it's the first time, and a slight infraction, the warning at work is enough. If it is something repeating, there is also suspension, as a method of punishment, before dismissing it.
Check out an informal but current standardization of the hierarchy of punishments for an employee who has violated the company's code of conduct:
The last item must be considered according to the severity of the occurrences.
What does the law say about warning at work?
At first nothing. It is an alignment to the art. 8 of the CLT, which provides the employer with a source of the right to penalize the employee in situations such as those previously mentioned.
But, in general, companies adopted a collective custom, which was shaped and improved to follow a basic guideline. Basically, companies should consider the verbal warning first before applying it in writing.
There are, however, other bureaucratic and/or legal and common sense issues to be considered, such as:
- the verbal warning must be made with the employee involved, only, avoiding unnecessary exposure of the same;
- each warning must describe what happened, as well as what was expected of the individual;
- explain, in the warning, that the offender has already been notified and agrees with what was exposed;
- subsequent signature of two witnesses, in the written warning, as they serve as legal instruments that the employee was notified and accepted — or not — the warning;
- registry at the registry can also be done as a security procedure for the company;
- each warning or suspension must appear in the employee's record.
Did you understand, then, what are the main procedures regarding the application of the warning at work? How about we also understand what the company's management and HR must avoid when applying a punishment to its employees?
What to avoid when applying the warning at work?
Based on what we have seen so far, it is noticeable that the warning at work is an instrument that should be used with conscience, moderation and justice.
Therefore, it is management's responsibility — in alignment with the Human Resources sector — to carefully assess any type of situation that may require the application of this type of punishment.
After all, the warning remains in the employee's record, and any measure taken early may harm him in the short, medium and long term.
The key, then, is to keep this method of reporting as fair as possible. Always keep the channel open so that all parties can explain themselves and use the warning at work in accordance with the company's charter.
With these recommendations followed and adapted to the reality of your day to day, the warning at work becomes an instrument that is easy to apply. Not to mention that it can positively help with maintenance organizational climate from the company.
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