Written Warning for Job Performance*
(All disciplinary letters should be presented to Employee Relations
for approval before giving this letter
to the employee.)
Date
Employee
Name
Address
Address
Dear
_______________________:
This letter
is a Written Warning for unsatisfactory job performance. On (date), you and I
met to discuss management's concerns about your performance of record-keeping
duties in the division. Specifically:
- Your weekly budget journal entries had not been kept up to date for the last six weeks. Both your
mid-month and end of the month bi-weekly fiscal reports to the Department
Head was late. The mid-month report was due on the 14th, but you turned it in on the 17th. The end-of-month report was due on the 29th, but you turned it in on the 5th of this month.
- As was explained to you on
numerous occasions since you began work here, the bi-weekly fiscal reports
are used to track grant fund usage, and are the basis for reporting to the
granting agencies on the use of the grant funds. The lateness of your
reports have caused this quarter's report to the National Science
Foundation to be filed a week past the deadline.
During our meeting, you did not provide an acceptable explanation as to why you had not
met the deadlines, but did request additional training in the department's
reporting system.
I will meet
with you next Monday to review the reporting system. During the next 60 days, I
will meet with you each Friday to review your records and reports. You will be
responsible for completing your assignments accurately and on time. If you do
not make the necessary job performance improvements we will consider further
disciplinary action, up to and including dismissal.
This written warning is being issued pursuant to the guidelines of the University
Disciplinary Policy, and will remain active in your personnel files for 12
months or until you receive at least an overall evaluation of "Good"
and a "Good" on Principal Function 2 which covers your reporting
responsibilities. Alternatively, this written warning may be made inactive at
any time deemed appropriate by management.
Written warnings are not appealable under the SPA Employee Grievance
Policy.
Sincerely,
(Supervisor's
Signature)
c: Dean/Director
Employee Records
Director of Human Resources
*If this
warning is due to grossly inefficient job performance or unacceptable personal
conduct, modify the letter accordingly. Contact H.R. Employee Relations Manager
at 334-7226 if you need assistance writing a written warning.