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Issuing a written warning? Know what to do to be legally compliant

by , 09 July 2013
When it comes to issuing a written warning, it's crucial you get it right. One wrong move could land you at CCMA. If you're not prepared to take that risk, follow these five steps to avoid the backlash.

According to FSPBusiness, as an employer, issuing a written warning to your employee for poor work performance or wrong doing is something you'll face at least once in your career.

This dreaded process is vital if you want to ensure your employees are disciplined.

But beware, issuing written warnings incorrectly can be costly and land you at the CCMA.

Ensure you avoid a CCMA case by sticking to these steps when issuing employees with written warnings.

Follow these five steps when issuing written warnings

#1: Ask for an explanation before you issue a written warning.

#2: Put the warning in writing as proof you've issued it and given it to the employee.

#3: Ask the employee to sign the warning to acknowledge he's received it.

#4: File the written warning in his record.

#5: Tell your employee by law he can challenge the written warning at the CCMA or at a bargaining council.

Remember, once the written warning has expired, it's no longer relevant if your employee commits the same or a similar offence. But you can keep it in your records as part of your employee's overall disciplinary record.

Following these steps will ensure you issue a legally compliant written warning that won't land you at the CCMA.

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