(Be objective, specific, and fact-based. Include who, what, when, and where. Mention if any company policies were violated).
(Clearly state that further incidents may lead to additional disciplinary action, up to and including termination). Signatures: Employee Signature: ____________________ Date: __________
To make this specific to your situation, please let me know: What needs to be documented? Is this a first warning or a final notice?
____________________ Date: __________ (Signatures indicate that the warning was discussed, not necessarily that the employee agrees with the content). Best Practices for This Write-Up
Use concrete facts, not personal feelings or hearsay.
How to Write Up an Employee: 11 Common Situations - BambooHR
Allow the employee to submit a written rebuttal if they disagree.
103021.mp4 Apr 2026
(Be objective, specific, and fact-based. Include who, what, when, and where. Mention if any company policies were violated).
(Clearly state that further incidents may lead to additional disciplinary action, up to and including termination). Signatures: Employee Signature: ____________________ Date: __________ 103021.mp4
To make this specific to your situation, please let me know: What needs to be documented? Is this a first warning or a final notice? (Be objective, specific, and fact-based
____________________ Date: __________ (Signatures indicate that the warning was discussed, not necessarily that the employee agrees with the content). Best Practices for This Write-Up and fact-based. Include who
Use concrete facts, not personal feelings or hearsay.
How to Write Up an Employee: 11 Common Situations - BambooHR
Allow the employee to submit a written rebuttal if they disagree.
