The complaint I hear most often regarding break abuse deals with smokers versus non-smokers. Leaving space for comments gives them the option to write a rebuttal to HR. If the employee refuses to sign, explain that signing the warning doesn't necessarily mean they agree with the reasoning. There are even ways to clock in from a mobile phone for employees telecommuting or traveling. When we think about theft,we certainly dont think of time theft, which is actually a form of theft some (maybe most) of us are guilty of. You are advised not to repeat such incidents in the future. Its better to define disciplinary actions in your attendance policy and follow them accordingly. That means the average employee is spending work hours doing personal tasks and wasting a large amount of time doing so. If youre firing the employee for cause, you may want to briefly cover the policy violation or infractions that led to their dismissal. Although smokers need that amount of nicotine to keep them happy and productive, it can get complicated when smoking becomes a social activity. This becomes a productivity and a compensation issue when employees are being compensated for work they are not actually doing. Your tone and demeanor should be professional: terminating an employee is a business decision not a crying session or an opportunity to unload grievances. I, being the supervisor of your department would like to warn you personally on this matter. However, there are numerous state laws that do require meal and/or rest periods. It is extra time needed to complete work normally completed during regular hours. Its important to remember that time theft is an unethical act that results. Most employers have those hours verified and approved by a supervisor or payroll person. They have check-in and check out during each working hour. The meeting is to inform them of the decision and provide the paperwork necessary to sever employment. However, this should not stop you from allowing employees rights as per the employment contract. Not only will you have a nervous, non-productive staffer all day, the likelihood theyll be complaining to and disrupting others is high. To Write a Complaint Letter About a Coworker Being mindful of time at work is one of the best ways to avoid time theft and protect your job security. This is why it is necessary to terminate toxic employees. for Stealing Time Is there a way I can simplify my employee income verification process? Here are some general policy recommendations for tracking time, according to the Department of Labor (please note that timekeeping and payment of wages may vary by state): The federal Fair Labor Standards Act (FLSA) and the laws in most states require that employers keep accurate records of hours worked and wages paid to nonexempt employees. This Employee Warning Letter (the "Letter") concerns the Employee's failure to fulfill work obligations, ___________________________________________________________. Since the main purpose of writing this letter is to not let the theft happen again, the warning letter should include the consequences of theft on the career of the employee. What are some workforce trends I should be aware of as I plan for 2023? Here is your COBRA notification. To protect your business, firing an employee for a serious policy violation, like physically assaulting a coworker, must be immediate. Make sure you do not repeat this again in the future.