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If you receive a disciplinary warning or write-up at work, you should sign it. Signing does not imply admission of wrongdoing; it simply acknowledges receipt. If you choose not to sign, your employer may note that you refused to do so. It’s crucial to rebut the write-up if you believe it is discriminatory, particularly if it relates to a protected characteristic (like age or maternity leave). Unfair treatment based on these factors is illegal, and your employer is obligated to investigate any complaints without retaliation. Signing the write-up is advisable, but addressing any discriminatory aspects is essential for your protection.
