The Disciplinary Warning Form is a critical human resources document used in Philippine organizations to formally address employee misconduct or performance issues. It serves as an essential tool in progressive discipline, documenting violations of company policies, performance standards, or workplace regulations. The form must comply with Philippine labor laws, particularly the requirements for due process and the 'twin notice rule' established by jurisprudence. This document is typically used after verbal warnings have proven ineffective or for more serious infractions requiring immediate formal documentation. It includes detailed information about the violation, references to specific company policies, required corrective actions, and potential consequences of continued non-compliance. The form also serves as legal protection for the company by demonstrating fair treatment and proper documentation in case of future disputes or legal proceedings.
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1. Employee Information: Basic details including employee name, ID number, position, department, and length of service
2. Violation Details: Specific description of the misconduct or performance issue, including date, time, and location of the incident
3. Company Policy Reference: Citation of specific company policies, rules, or regulations that were violated
4. Previous Warnings: Record of any previous warnings or disciplinary actions related to similar or other violations
5. Required Corrective Action: Clear statement of expected improvements or changes in behavior
6. Consequences: Statement of potential consequences if the behavior continues or if corrective action is not taken
7. Acknowledgment: Space for signatures of the employee, supervisor, HR representative, and witnesses
1. Employee Response: Section for employee to provide written explanation or response to the warning, used when company policy allows for written responses
2. Performance Improvement Plan: Detailed action plan with specific goals and timelines, used for performance-related issues rather than misconduct
3. Union Representative Details: Section for union representative information and signature, required only for unionized employees
4. Rehabilitation Program: Details of any mandatory training or counseling programs, used when remedial measures are part of the disciplinary action
1. Incident Report: Detailed report of the specific incident or violation, including witness statements if applicable
2. Supporting Evidence: Copies of relevant evidence such as attendance records, CCTV footage screenshots, or documentation of the violation
3. Company Policies: Copy of relevant company policies or rules that were violated
4. Receipt Acknowledgment: Separate acknowledgment form confirming receipt of the warning, especially important if employee refuses to sign the main document
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Retail
Services
Information Technology
Banking and Finance
Healthcare
Education
Construction
Hospitality
Transportation and Logistics
Business Process Outsourcing
Telecommunications
Mining
Agriculture
Real Estate
Relevant Teams
Human Resources
Legal
Operations
Compliance
Employee Relations
Management
Administration
Relevant Roles
HR Manager
HR Director
HR Business Partner
Department Manager
Supervisor
Team Leader
Operations Manager
General Manager
Compliance Officer
Legal Counsel
Employee Relations Manager
HR Administrator
Chief Human Resources Officer
Line Manager
Unit Head
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