Oral and written warnings are used to address situations where an employee’s conduct or job performance does not meet company standards. These measures are intended to clearly explain the concern and give the employee an opportunity to correct the issue.

### Oral warning

An oral warning normally involves a discussion between management and the employee about the concern. During this discussion, the employee will be informed of the issue and given guidance on how the situation can be corrected.

Management may also outline a plan for improvement, including a reasonable timeframe for addressing the issue. A brief record of the discussion may be placed in the employee’s personnel file.

At the end of the improvement period, management and the employee may review the progress made and determine whether the situation has been resolved.

### Written warning

If the issue continues or if the matter is more serious, management may issue a written warning. A written warning formally documents the concern and outlines the expectations for improvement.

Depending on the circumstances, management may issue a written warning without first giving an oral warning.

### Possible actions

If the issue is not corrected within the given timeframe, or if company rules, safety procedures, or conduct standards continue to be ignored, further disciplinary action may be taken.

This may include suspension for a defined period while the matter is investigated.

Repeated written warnings may result in suspension or termination of employment.