Alerts Detailed: Understanding Their Nature and Upcoming Arrival
In the workplace, warnings serve as a crucial tool for employers to address inappropriate behaviour or violations of contractual guidelines. Johanna Tormahlen, a specialist lawyer for labour law, recently discussed the importance of warnings in a contribution to the specialist portal "Haufe.de".
Employees may receive a warning for various reasons, such as being late for work, taking unauthorized leave, or engaging in negative behaviour towards colleagues, including insults, bullying, or sexual harassment. A falsified sick note is also grounds for a warning.
The warning letter (Abmahnung) should include a detailed description of the incident and the violated guideline, a demand for compliance with contractual guidelines, and a mention of potential consequences of repeated behaviour. It is intended to document the incident, admonish the employee, and warn of potential consequences.
In some cases, a warning may not be necessary, and employers can issue a dismissal directly, particularly in cases of gross misconduct. However, generally, a written warning with a threat of dismissal is required before a termination, except during the probation period or in cases of immediate serious misconduct.
It's important to note that a change in the employee's behaviour is not expected if a warning is considered an unsuitable means, according to Tormahlen. This means that employers should consider other measures, such as training or counselling, before resorting to warnings or dismissals.
In conclusion, workplace warnings play a vital role in maintaining a positive and productive work environment. Employees are encouraged to familiarise themselves with their contractual guidelines and to adhere to them to avoid any potential warnings or dismissals.
