Otherwise known as a pink slip or referral, a written warning is a serious discipline measure that may be one step from employment termination, based on company policy and the nature of the incident.

Here is an example of a company trying to give an employee the opportunity to improve his performance. Donald received feedback on January 5th about how to verify that paycheck processing is complete after John didn't receive a check. Two months later, another employee didn't receive a paycheck because Donald (again) didn't verify that a check was processed for each employee. This time, he received a verbal warning reminding him of the proper procedure. He was also warned that if it happens again within twelve months, he would be subject to a written warning. Four months later, another employee did not receive a check due to carelessness on Donald's part. This time, Donald received a written warning.

Generally, a written warning is signed by both the manager and the employee. If the employee refuses to sign it, it is still valid. Have another manager witness that the employee refuses to sign and prepare a statement on the warning indicating that it was read to the employee and he refused to sign. After the other manager signs it, a copy is given to the employee. Failure of the employee to sign the document does not make it go away.

When an employee receives a written warning, management and human resources are not to tell other employees. The issue is between the manager, the employee, and human resources only. If the employee chooses to tell coworkers, that is his choice. Employees cannot be disciplined for talking about incidents that happen at work as long as they are true. In most states, they have the right to express their dissatisfaction about policies and procedures as long as they do not disrupt business operations.