Table of contents
What is an Erinran?
A reminder, often called a warning, is a formal statement from the employer to the employee when he has not fulfilled his duties satisfactorily or violated the company's policies. It is a way for the employer to mark that a certain behavior or action is unacceptable and must be corrected.
Types of Erinran
There are two main types of memory:
- Verbal warning: An informal warning given in a conversation between the employer and the employee. Even if it is verbal, the employer should document the conversation for future reference.
- Written warning: A formal warning given in writing that usually includes details of the violation and a request to correct the behavior.
How Many Reminders Before Termination?
There is no exact rule that says how many reminders are needed, as each case is assessed individually. Generally speaking, it is considered that two to three written reminders may be sufficient for a termination to be implemented, provided the employee has not improved his behavior.
The Process for Issuing a Recall
1. Identify the Problem
The first step is to identify the problematic behavior or violation that requires a recall. It can be anything from regularly being late to work, lack of performance, to more serious violations such as harassment.
2. Document the Problem
It is important to document the problem carefully. This involves gathering evidence, such as testimonials, email correspondence, or other relevant information that may support the allegation of a violation.
3. Have a Conversation with the Employee
Before a formal written reminder is given, the employer should have a conversation with the employee where the problem is raised. This gives the employee the opportunity to explain their side of the story and possibly correct the behavior without having to receive a formal warning.
4. Issue Written Reminder
If the problem persists or is serious enough, a written recall may be issued. This document should clearly state what the problem is, what improvements are expected and what the consequences may be if the behavior does not improve.
5. Follow Up
After the reminder is issued, the employer should follow up with the employee to see if there has been any improvement. If not, further action may be taken, including more warnings or ultimately termination.
When Can Termination Become Relevant?
Dismissal may be appropriate when, despite several warnings, an employee has not improved his behavior or if the violation is so serious that there is no other solution.
Employer's Responsibility
As an employer, it is important to follow all labor law rules to avoid a dismissal being incorrect and thus illegal. It is also important to give the employee a reasonable chance to improve before more drastic measures are taken.
Employee Rights
As an employee, you also have rights that protect you from unfair dismissal. It is important to be aware of these rights and know how to act if you believe that a warning or dismissal is wrong.
Summary
In summary, the process of how many pre-termination reminders are required is complex and dependent on several factors, including the seriousness of the violation, previous warnings, and employer policies. Generally, two to three written reminders can be enough for a termination to be factually based, but this can also vary depending on the situation.
For both employers and employees, it is important to understand these rules and have a clear plan for how to handle warnings and terminations. By following the right processes and being aware of your rights and obligations, you can avoid unnecessary conflicts and ensure fair and legal treatment in the workplace.
