When an employer gives a verbal warning to an employee after a disciplinary does this also need to be communicated to the employee in writing or only recorded for the organisation’s own purposes? Is it procedurally correct if an employee continues to be disciplined to give a verbal warning, then first written warning, followed by second written warning and then dismissal?Posted in : First Tuesday Q&A ROI on 1 September 2015
If an employee’s behaviour, attendance or performance does not meet acceptable standards or if an employee commits an act of minor misconduct, a formal verbal warning may be issued. The verbal warning should refer to the specific aspect of behaviour, attendance, performance or conduct that is below standard, together with the improvement required and the time scale for improvement. The employee should be informed that they are being given a formal verbal warning, but there is no requirement to communicate the verbal warning in writing also.
However, the fact the warning has been issued should be recorded on the employee’s personnel file and the prudent period for retaining this record
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.
We help you to understand the ramifications of each important case from Ireland and Europe.
We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.
You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.
You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.
Back to Q&A's This article is correct at 01/09/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.