Many have asked, “Aunty, does a company need to issue a minimum of 3 warning letters before terminating an employee?”
Well, not necessarily.
If the misconduct is serious, such as fraud or causing harm to another employee, one incident can be enough to justify termination.
However, if it’s a case of minor misconduct, immediately terminating the employee could be too harsh. But sikit-sikit, lama-lama akan jadi bukit – so, when minor misconducts accumulate, they can snowball into a major issue that justifies termination. That’s when the 3 warnings come into play.
Taking the right disciplinary action might not seem straightforward, but it’s also not rocket science. If you want to learn more about handling discipline at work, I’m conducting a class on November 6th & 7th, and 13th & 14th, where I’ll go into detail about managing workplace discipline effectively.
To sign up, this is the link: https://forms.gle/e9ohmzwwJLsb3HnP9
xoxoxo, AuntyHR
#HRInterrupted #ManagingDiscipline #AuntyHRonTour
