The Employee Written Warning Form is a critical HR document used within the United Arab Emirates employment framework, designed to comply with UAE Federal Law No. 33 of 2021 and related labor regulations. This document is typically utilized when an employee has violated company policies, demonstrated poor performance, or engaged in misconduct that requires formal documentation and corrective action. The form serves multiple purposes: it provides clear communication of the issue, documents the disciplinary process for legal compliance, establishes a record for potential future actions, and outlines specific expectations for improvement. It should be used as part of a progressive discipline system, after verbal warnings have proven ineffective but before more severe disciplinary actions are considered. The document must be maintained in both Arabic and English when necessary, and should be stored in the employee's personnel file as per UAE labor law requirements.
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1. Company Information Header: Company name, logo, address, and form identification number
2. Employee Details: Full name, employee ID, position, department, and date of joining
3. Warning Details: Date of warning, warning level (first/second/final), and specific violation reference
4. Description of Violation: Detailed account of the incident or behavior that prompted the warning, including dates and specific examples
5. Reference to Company Policy: Specific company policies or UAE Labor Law provisions that were violated
6. Required Corrective Action: Clear statement of expected behavior changes and improvements required from the employee
7. Consequences: Statement of potential consequences if behavior continues or improvements are not made
8. Employee Response Section: Space for employee to provide their comments or explanation regarding the warning
9. Acknowledgment and Signatures: Signature lines for the employee, supervisor, and HR representative, with date fields
1. Previous Warnings Reference: Include when this is not the first warning, listing dates and nature of previous warnings
2. Performance Improvement Plan Reference: Include when the warning is accompanied by a formal Performance Improvement Plan
3. Witness Section: Include when the employee refuses to sign or when company policy requires a witness
4. Union Representative Section: Include if the employee is entitled to union representation under their contract
5. Translation Certification: Include when the form is provided in multiple languages (Arabic/English) to certify translation accuracy
1. Evidence Attachments: Referenced documents, emails, or other evidence supporting the warning
2. Relevant Policy Excerpts: Copies of specific company policies or procedures that were violated
3. Previous Warning Records: Copies of any previous warnings referenced in the current warning
4. Performance Improvement Plan: Detailed plan for improvement if required alongside the warning
Relevant legal definitions
Company
Employee
Violation
Misconduct
Warning Level
Working Day
Company Policies
Gross Misconduct
Disciplinary Action
Corrective Action
Performance Standards
Immediate Supervisor
HR Representative
Warning Period
Written Warning
Company Premises
Working Hours
Professional Conduct
Prohibited Behavior
Employment Contract
Employee
Violation
Misconduct
Warning Level
Working Day
Company Policies
Gross Misconduct
Disciplinary Action
Corrective Action
Performance Standards
Immediate Supervisor
HR Representative
Warning Period
Written Warning
Company Premises
Working Hours
Professional Conduct
Prohibited Behavior
Employment Contract
Clauses
Identification of Parties
Date and Time of Incident
Nature of Violation
Policy Reference
Performance Standards
Previous Warnings
Corrective Actions Required
Consequences
Timeline for Improvement
Employee Rights
Acknowledgment
Confidentiality
Appeal Process
Documentation
Witness Statement
Employee Response
Disciplinary Process
Follow-up Procedures
Signature Requirements
Record Keeping
Date and Time of Incident
Nature of Violation
Policy Reference
Performance Standards
Previous Warnings
Corrective Actions Required
Consequences
Timeline for Improvement
Employee Rights
Acknowledgment
Confidentiality
Appeal Process
Documentation
Witness Statement
Employee Response
Disciplinary Process
Follow-up Procedures
Signature Requirements
Record Keeping
Relevant Industries
Banking and Financial Services
Healthcare
Technology
Retail
Manufacturing
Construction
Education
Hospitality
Professional Services
Transportation and Logistics
Energy and Utilities
Real Estate
Telecommunications
Media and Entertainment
Government and Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Management
Operations
Administration
Training and Development
Relevant Roles
Human Resources Manager
HR Director
HR Specialist
Department Manager
Line Supervisor
Operations Manager
General Manager
HR Business Partner
Compliance Officer
Legal Counsel
Department Director
Chief Human Resources Officer
Employee Relations Manager
HR Administrator
Training and Development Manager
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