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The document is a Verbal Warning Form used by the Dougherty County School System's Human Resources Department to formally document a verbal warning given to an employee for unsatisfactory performance. It outlines the necessary components of the warning conversation, including descriptions of the behavior, expected improvements, time frames for correction, and potential consequences if conditions are not met. The form also includes sections for documenting details of the discussion and signatures from relevant parties.

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Does a verbal warning go on my record?

Verbal Warning: A verbal warning statement, including friendly advice, counsel, criticism, or rebuke, to the student that further disciplinary action will take place if the specific behavior/condition is continued or repeated.

How do you present a verbal warning?

Any verbal warning template should include: The basis of the warning. The outcome of the hearing. The disciplinary action being taken (if any) The impact on the employee. What the employee needs to improve and by when. The amount of time the verbal warning will be in effect.

Do verbal warnings need to be documented?

Verbal warning should follow previous coaching/feedback session with employee. Complete Disciplinary Documentation Form if appropriate. Schedule a private meeting with employee. Have with you documented facts/examples. Present facts of the situation. Ask the employee for his/her response. Listen.

How do you document a verbal warning?

An informal verbal warning is normally used for minor or less-serious misconduct. Through an informal chat, these cases can be resolved quickly and dont require further disciplinary action. Examples of these can include, talking during training or logging into computers late a few times.

On what grounds can I give a verbal warning?

Warnings are given by law enforcement, usually to first-time offenders who commit driving offenses. There are two types of warnings: verbal and written. A verbal warning wont appear on your record, but a written warning will.