Dear [Employee's Name], We hope this letter finds you in good health and high spirits. As an esteemed member of our organization, it is essential for us to address certain concerns regarding your recent behavior and conduct. We understand that everyone is prone to making mistakes, but it is imperative to maintain a high level of professionalism and adhere to our company's code of conduct. Our records indicate that on [date], you engaged in conduct that is considered unacceptable and contrary to the values and principles we uphold at [Company Name]. This behavior has caused disruption within the team and has had a negative impact on the overall work environment. Specifically, it has come to our attention that you have [describe the unacceptable conduct in a factual and detailed manner]. This behavior is not only unprofessional but also against the policies outlined in our employee handbook. We must emphasize that such actions are in contradiction to the expectations and standards we have set for our employees. The consequences of your actions have been felt throughout the organization, and it is essential to address them promptly and effectively. We firmly believe in providing opportunities for growth and improvement, which is why we are opting to reprimand you in writing rather than considering any severe disciplinary measures. However, we would like to stress the seriousness of this matter and the potential implications it may have on your employment with [Company Name]. It is imperative that you recognize the magnitude of your actions and take immediate steps to rectify the situation. We expect you to reflect upon your behavior, acknowledge your mistake, and commit to making the necessary changes to ensure that such incidents do not occur again in the future. It is crucial for you to seek guidance from your supervisor or the HR department if you require any clarification on our policies or if you need assistance in modifying your behavior. We will be closely monitoring any future instances of misconduct and will take appropriate action if such behavior continues. Please be aware that repeated offenses or a failure to improve your conduct may result in further disciplinary measures, up to and including termination of your employment. We strongly believe in your potential and hope that you will utilize this experience as an opportunity for growth and personal development. We understand that mistakes happen, and we are willing to support you through this challenging time. However, it is essential that you demonstrate a genuine commitment to change and improvement. A copy of this reprimand will be placed in your personnel file, and we request that you acknowledge receipt of this letter by signing and returning the attached copy. Failure to acknowledge receipt will not alter the status of this reprimand. Thank you for your attention to this matter. We trust that you will understand the gravity of the situation and take the necessary steps to rectify your conduct. Our organization values each employee's contribution, and we sincerely hope that we can move forward together in a positive and constructive manner. Sincerely, [Your Name] [Your Position] [Company Name]
Para su conveniencia, debajo del texto en español le brindamos la versión completa de este formulario en inglés. For your convenience, the complete English version of this form is attached below the Spanish version.Santa Clara California Ejemplo de carta de amonestación por conducta inaceptable: empresa a empleado - Sample Letter for Reprimand for Unacceptable Conduct - Business to Employee
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(i) La amonestacion verbal es una advertencia que se hace por conducta indebida o deficiencia en el trabajo; sera dada directamente por el supervisor del funcionario y no se dejara constancia de la misma en el expediente del funcionario en el Departamento de Recursos Humanos, por lo que debe entenderse que no afecta
B) Por dos, amonestacion escrita. c) Por tres, suspension hasta por ocho dias. d) Por mas de tres, despido sin responsabilidad patronal. Dichas sanciones se aplicaran sin perjuicio de las faltas que ameriten una sancion mas drastica, por implicar una mayor gravedad.
30-8 El trabajador podra ser amonestado por escrito en las siguientes circunstancias: 30-8 a) Cuando incurra en falta leve a las obligaciones que le impone su contrato de trabajo, siempre que con anterioridad su coordinador le haya amonestado en forma verbal, por otra u otras faltas leves cometidas.
- La sancion debe ser notificada al empleado por escrito, ya sea mediante nota, telegrama o acta notarial. - Se debe detallar el incumplimiento del trabajador en forma clara y precisa. - Si la sancion consiste en una suspension a las tareas, no exceder de treinta dias en un ano, computado a partir de la primera.
En cuanto al contenido basico de la carta de amonestacion laboral debera ser el siguiente: Nombre completo del trabajador. Fecha del documento. Indicacion detallada de lo sucedido (con fechas y horas). La infraccion que se ha cometido segun el Convenio Colectivo aplicable. La sancion que se va a imponer al trabajador.
¿Como redactar un informe laboral? Escogiendo el tipo de informe que quieres escribir.Definiendo el objetivo.Reuniendo tus fuentes.Organizando tu informacion.El uso del lenguaje es muy importante.Se practico.No olvides despedirte.
La carta de indisciplina debe contener la fecha, el nombre del empleado de que se trate, la descripcion del mal comportamiento cometido y sobre todo contener la firma del empleado, con la que se de por enterado del hecho.
Requisitos fundamentales de la carta de amonestacion: Descripcion de los hechos de forma exhaustiva, con pruebas. Respetar los plazos. Incluir firmas de las dos partes. Registrar la entrega del documento (atestiguar haberla recibido ya sea en persona o por burofax) Fecha de conocimiento, de los hechos y de la sancion.
Amonestacion, en su sentido mas generico, es una sancion hecha con la intencion de evitar que se repita un comportamiento indeseable. En los negocios, es la primera herramienta con la que cuenta una empresa para sancionar las faltas e incumplimientos leves o graves por parte de un trabajador.
No obstante la existencia en este Reglamento de escalas de sanciones mediante las cuales las faltas se computan al final de un periodo dado, tratandose de amonestaciones verbales o escritas, deberan imponerse dentro de los ocho dias posteriores a aquel en que se cometio la falta.
