I recommend these Australian labor law practice re WARNINGS to workers.
"x x x.
CONTENT OF A WRITTEN WARNING
A written warning should follow a warning meeting, at the conclusion of which, the employee is advised that a written warning letter will follow. The warning letter should follow in a day or so post the meeting. It is suggested that a written warning should:
- record who was present;
- record the fact the employee was invited to have a support person present (if they did not avail themselves of this opportunity);
- outline the conduct or performance which is the subject of the warning;
- where appropriate refer to a relevant policy or the employment contract;
- where relevant refer to previous warnings given;
- record the employee's responses to the matters in issue;
- records the things which need to happen to address the performance or conduct in question;
- make it clear that the employee needs to improve, including explaining the consequences of a repetition of the conduct or failure to improve, which could for example result in termination;
- where relevant provide support for the employee to improve (this can involve the offer of further training);
- where relevant, provide a timetable for periodic review of the employee's performance;
- provide a clear paper trail should things not improve and termination result; and
- preferably be countersigned by the employee to evidence receipt of the warning.
- x x x."
