Everything you need to know about employee warnings and effective performance improvement plans

Issuing a warning to an employee is a crucial step that strikes a balance between maintaining a professional work environment and enabling the employee to get back on track in their career. This measure helps address undesirable behaviors and improve performance before resorting to more severe disciplinary action or termination. In the following sections, we will cover everything related to issuing a written warning to an employee in an effective and fair manner to ensure that the organization’s operational and developmental goals are achieved.

Understanding the mechanism of issuing a warning to an employee helps protect the rights of all parties within the workplace and supports informed decision-making that maintains team stability, motivates positive performance, and builds an organizational culture based on transparency and accountability. It also provides organizations with an effective tool for corrective action before escalating to more severe penalties.

What is an employee warning?

An employee warning is a formal document issued by the employer to alert an employee to unacceptable behavior or unsatisfactory performance in the workplace. It is used to document violations, define expected behavior, and clarify the consequences if the behavior is not corrected. This warning represents a fundamental step in the disciplinary process, highlighting the nature and history of the problem and outlining the improvements expected of the employee within a clear timeframe.

It is also used to address unacceptable workplace behaviors such as tardiness, repeated absences, or poor compliance with internal policies. This procedure contributes to transparency and fairness by documenting the interaction between the employee and the employer and providing an opportunity for improvement before moving on to more severe disciplinary measures. A warning can take various forms, such as a verbal reminder, a written warning notice, or a formal warning letter, and may be preceded by a verbal warning—whether formal (documented in writing) or informal (delivered through a direct conversation).

From a legal standpoint, the Saudi legislature has affirmed that a warning is the first disciplinary sanction imposed on an employee, as stipulated in Article 66 of the Saudi Labor Law and Article 6 of the Code of Professional Conduct issued in 1443 AH. It is defined in Article 42 of the Executive Regulations of the Labor Law as: “A written notice issued by the employer to the employee specifying the nature of the violation committed, while drawing the employee’s attention to the possibility of facing a more severe penalty if the violation continues or is repeated in the future.”

Internal company policies also specify the methods for issuing warnings to employees—whether verbally or in writing—and the circumstances under which they are issued, in accordance with the Labor Law and Article 13 thereof, which stipulates that each establishment must develop its own work regulations in accordance with the template approved by the Ministry of Human Resources and Social Development.

In what circumstances is it necessary to issue a warning to an employee?

The reasons for issuing a warning to an employee vary depending on the type of violation committed or the level of unacceptable performance; in this regard, the establishment must rely on clear internal regulations that are communicated to employees. Furthermore, the issuance of a warning must be based on a thorough assessment of the situation, with all details documented to ensure fairness and transparency. In such cases, the employee has the right to file a grievance if they feel the action taken against them was unfair.

It is also required that the warning be formally documented and include an accurate description of the violation committed, future expectations, and the potential consequences in the event of noncompliance. This measure aims to correct the behavior and give the employee an opportunity to improve before moving on to more severe disciplinary actions. Among the most serious violations that warrant issuing a warning to an employee are:

Negligence in the performance of duties

An employee’s failure to perform their duties and adhere to their assigned responsibilities, which negatively impacts workflow and quality of work. This is one of the most common violations in the workplace. Examples of situations where an employee might receive a warning for negligence include:

• Repeated tardiness without a valid excuse.
• An increase in the rate of unexcused absences or repeated absences from work.
• Submitting tasks or projects after the specified deadline.
• Leaving the workplace before the end of official working hours.
• Taking extended breaks that exceed the allowed time.

Professional misconduct

This includes inappropriate behavior that does not conform to the general norms of the workplace, affects relationships among colleagues, disrupts the work environment and overall discipline, and impacts efficiency and commitment. Examples of behavior for which an employee may receive a warning include:

• Refusal to follow management instructions or defiance of decisions.
• Using offensive language or unprofessional language in meetings or correspondence.
• Harassing or discriminating against colleagues based on race, gender, or background.
• Causing chaos or stirring up conflicts among work teams.
• Smoking in non-designated areas.
• Engaging in personal activities such as fundraising or browsing social media during work hours.
• Making decisions on your own without consulting the appropriate management.

Forgery and fraud

Providing false information or tampering with official documents for personal gain. This is considered a serious violation that requires an immediate investigation, with the warning serving as a prelude to such investigations. Examples include:

• Altering or falsifying performance reports or official documents.
• Providing false information to obtain leave or benefits.
• Creating or signing fake documents without authorization.

Violation of company policies

Deviating from official instructions approved within the organization and acting in a manner that violates internal regulations. Examples of policy violations include:

• Disclosing confidential work-related information or leaking sensitive data.
• Using company tools, resources, or personal property for personal purposes without permission.
• Failing to follow occupational health and safety instructions.

Damage to Company Property

This includes the damage to or loss of work tools or equipment resulting from negligence, tampering, or misuse, whether intentional or unintentional. Examples of damage to company property for which an employee may receive a warning—whether a final warning or a caution to prevent recurrence of the violation—include:

• Causing damage to equipment due to negligence or carelessness.
• Damaging work-related systems or electronic devices.
• Stealing company property or attempting to fraudulently obtain it.

Behaviors that threaten security and safety

This refers to negligence or disregard for procedures designed to protect individuals and the facility and prevent accidents. Examples of situations where an employee may receive a warning for behavior that threatens safety include:

• Allowing unauthorized persons to enter sensitive areas.
• Failing to follow industrial safety instructions, resulting in injuries.
• Using hazardous equipment without following established safety procedures.

The Importance of Documenting and Issuing Warnings to Employees in the Workplace

A warning to an employee is not so much a punitive measure as it is a corrective measure aimed at guiding the employee, motivating them to comply, and improving their professional conduct. Furthermore, the documentation accompanying the warning serves as a legal and administrative safeguard that demonstrates the organization’s commitment to the principle of fairness and supports decision-making aimed at building a productive and disciplined work environment. Among the key points highlighting the importance of issuing a written warning to an employee are:

Promoting discipline and individual responsibility

A warning helps instill a culture of accountability within the organization by sending a clear message that unprofessional behavior will not be tolerated. Issuing and documenting a warning raises the employee’s awareness of their responsibilities and makes them more diligent in adhering to laws and policies. This helps build an environment of accountability based on clear standards, where discipline and fairness prevail, and equal opportunities are guaranteed for all employees without exception.

Supporting Professional Development and Motivation

The role of a warning does not end when it is issued; rather, it begins the moment it is delivered, as it is usually accompanied by an improvement plan aimed at addressing shortcomings and identifying opportunities for growth. This gives employees a realistic opportunity to correct their mistakes and develop themselves under direct supervision.This helps transform the warning from a reprimand into a motivator that enhances behavioral development, productivity, and individual and collective efficiency, while fostering a culture of self-reflection.

Protecting Rights and Minimizing Disputes

Documenting the warning in writing is one of the most important steps to ensure the organization is protected from any potential legal consequences and to affirm its commitment to regulatory procedures, laws, and approved regulations. This documentation can serve as an official reference in the event of a dispute with the employee. It also serves as a means of protecting the employee’s rights from arbitrary decisions, as the employee is notified of the violation and given an opportunity to respond or rectify the situation within a reasonable timeframe. This reinforces the concept of fairness within the workplace and reduces the likelihood of disputes escalating to legal authorities.

Improving the Work Environment and Promoting Effective Communication

A warning helps improve the quality of relationships between management and employees when used for guidance rather than condemnation. The employee feels that the organization is seeking to help them develop rather than punish them, which increases trust between the two parties, encourages commitment to professional performance, and contributes to strengthening a culture of teamwork based on respect and fairness. Warnings also open a formal channel for constructive dialogue between management and employees to discuss the causes of negative behavior and propose practical solutions that help improve the quality of the managerial relationship and increase the effectiveness of work teams.

Supporting fact-based managerial decision-making

Accurate documentation of warnings enables the creation of a database that helps management comprehensively analyze job performance, allowing them to make informed decisions regarding promotions, training, or even termination. This record serves as a reliable reference, free from impressions or emotional judgments, and enables senior management to track behavioral patterns, monitor changes, and analyze the causes of underperformance, thereby supporting strategic decisions regarding restructuring or career development.

Methodology for Drafting and Issuing an Employee Warning Letter

To ensure that an employee warning achieves its objectives, it is essential to follow clear and fair procedural steps that begin before the warning is issued and continue until the employee’s behavior improves or another disciplinary action is taken. These steps are:

1. Preparation

The first step in writing an employee warning is to gather all details related to the violation. According to Article 71 of the Saudi Labor Law: “A disciplinary penalty may not be imposed on a worker until he has been notified in writing of the allegations against him, interrogated, given the opportunity to present his defense, and the proceedings recorded in a report filed in his personal file. The questioning may be conducted orally for minor violations where the penalty imposed on the offender does not exceed a warning or a fine by deducting no more than one day’s wages, provided that this is recorded in the minutes.”

Therefore, it is essential to record the dates of incidents and gather tangible evidence such as performance reports, emails, and other human resources reports, or to rely on testimonies from colleagues or supervisors if necessary, to ensure that the warning is based on proven facts and not on assumptions or unsubstantiated allegations.

The employee is then notified of the meeting date and reasons for the meeting, and the employee may be given time to prepare their defense, with the option for a union representative or witnesses to attend the meeting. During the meeting, the employer explains the reason for the meeting and clarifies the violations, while the employee presents their case and expresses their opinion. All proceedings must be documented in an official record to ensure transparency and protect the organization from legal non-compliance.

After gathering information, interviewing the employee, and deciding to issue the warning, the management team carefully analyzes the situation to identify the root causes of the problem. This includes reviewing the employee’s behavior and the impact of the violation on workflow and the team, as well as determining whether the violation resulted from a lack of training or a misunderstanding of internal policies. 

The purpose of this analysis is to avoid issuing a wrongful or excessive warning, and to use this analysis as the basis for the corrective actions required of the employee.

2. Drafting the Warning Letter

An employee warning letter typically consists of a set of key elements that ensure the message is clear and effective, and that it complies with all legal requirements. The most important of these elements are:

• Employee Information: Includes basic data to accurately identify the employee subject to the warning, including their full name, job title, and department.
• Date of Warning: Specifies the date the warning was issued to ensure accurate time-stamping and clarity of the administrative action.
• Reason for the Warning: A description of the behavior or violation that prompted the warning, such as failure to comply with the attendance policy, failure to complete tasks by the required deadlines, using profanity toward coworkers, and other reasons.
• Details of the violation: A detailed explanation of the violation or unsatisfactory performance that was observed, including the dates of incidents and events related to the violation, as well as supporting evidence, if any.
• Policy Violated: Clearly identify the laws or policies that have been violated, such as by citing the relevant article or paragraph, which enhances transparency and compliance with regulations.
• Previous Actions Taken: Clarify any actions or warnings previously issued, such as meetings or verbal warnings, to demonstrate the sequence of disciplinary action.
• Expected Actions: Specify the steps the employee is required to take to improve performance, including a deadline for correction.
• Possible Consequences: Clarify the disciplinary actions that may be taken in the event of a failure to improve or a recurrence of the violation, such as a pay deduction or termination.
• Signature and Documentation: The person responsible for issuing the warning must sign it to formalize the document, and the letter must be documented in administrative records.
• Employee’s Signature: Provide space for the employee to sign to confirm receipt and understanding of the warning; this section may also include space for the employee to add comments or remarks, giving the employee the right to express their point of view, discuss the warning, or respond to and contest it.

3. Ensuring Legality and Ethical Standards When Drafting the Warning

An employee warning letter is a legal and ethical tool intended to correct performance or behavior without infringing on the employee’s rights or dignity. The process begins with drafting an objective text free of bias or insult, based on accurate data and verified documentation—such as performance reports and attendance records to confirm the incident and establish it legally, thereby protecting the organization’s rights and giving the employee a fair opportunity to respond and improve. Among the most important points to consider when drafting a warning are:

Use clear, neutral language free of ambiguity

Use direct sentences and vocabulary that everyone can understand, without resorting to complex legal jargon or phrases with double meanings. The violation must be explained in detail, specifying its date, location, and description of its impact on the work environment or the team’s performance. This makes the message easier to understand and helps the employee grasp the expected consequences of their current behavior or performance.

Avoid personal judgments and focus on the specific action or behavior that prompted the warning.

Feedback should focus on behavior without attacking the employee’s character, using specific examples while avoiding harsh language that could damage the employee’s self-confidence. Therefore, it is recommended to use balanced phrases such as “We ask that you work on improving your punctuality” instead of “You are undisciplined.” This fosters respect for the employee and encourages them to change without feeling attacked or singled out.

Combining Firmness with Empathy

Maintain a calm and polite tone that demonstrates management’s commitment to supporting the employee and giving them an opportunity to improve without downplaying the violation. For example, you can conclude the letter with an encouraging statement such as “We are confident that you are capable of addressing this issue,” which ensures the message is conveyed firmly without causing offense.

Include Specific Details Describing the Violation and Provide a Reasonable Timeframe for Correcting the Behavior

The letter must contain a precise description of the misconduct, including dates, times, and the names of affected teams or tasks, along with a reference to the specific clause or paragraph of the Code of Conduct or internal regulations that was violated. This provides a complete picture and an objective context for understanding the reasons for issuing the warning and its legal validity, and to support accountability in a fair and transparent manner. A clear deadline must also be set to allow the employee to take corrective action, along with an explanation of the available support measures, such as consulting with their direct supervisor or attending internal workshops.

Providing Constructive Feedback and Highlighting Strengths to Motivate the Employee

It is helpful to include positive references to the employee’s past efforts or areas of strength, such as their achievements on a specific project or their commitment during a previous period. This fosters a sense of appreciation and supports the likelihood of future compliance without making the employee feel targeted or unwanted within the organization.

4. Issuing and Following Up on the Warning

Issuing and following up on a warning letter to an employee requires following structured steps that ensure transparency and fairness, with each stage documented to safeguard the rights of all parties. This is done through the following steps:

Formal submission and documentation of delivery

Article 72 of the Labor Law stipulates that: “The employee must be notified in writing of the decision to impose a disciplinary sanction. If the employee refuses to accept the notice or is absent, the notice shall be sent by registered mail to the address listed in the employee’s file. He also has the right to file a written appeal with the competent authority at his employer’s premises within thirty days, excluding official holidays, from the date of notification of the decision. If his appeal is rejected or not decided upon within fifteen days of its submission, he has the right to challenge the decision imposing the disciplinary action before the labor courts within thirty days, excluding official holidays, from the date of rejection of his appeal or expiration of the specified period for deciding on the appeal, whichever is sooner.” 

Therefore, in accordance with the text of the article and to ensure the seriousness of the procedure and safeguard the rights of both the employer and the employee, the warning letter must be delivered in a formal manner with the delivery process documented, and the employee must be given the opportunity to provide explanations and justifications regarding the violation attributed to him or her. When serving a warning to an employee, electronic means of delivery may be used, provided that the employee electronically signs to acknowledge receipt. If the employee refuses to sign the warning, it must be sent by registered mail to their registered address with proof of delivery, whether electronic or postal.

Retaining an Official Copy in the Employee File

Keeping a copy of the letter in the employee’s file is an administrative requirement that contributes to the creation of a comprehensive and documented disciplinary record, as this record can be referred to when evaluating the employee or making decisions regarding promotion or termination. 

Follow up on the implementation of the improvement plan associated with the warning

The implementation of a warning letter is not complete without a clear follow-up plan focused on improving performance and correcting behavior. The improvement plan must include practical steps and specific evaluation dates to monitor the employee’s compliance. This plan may include periodic evaluation sessions, specific assignments, or mandatory training, as appropriate to the nature of the violation. Management must document the employee’s response to the plan and update their personnel file accordingly to reflect the progress of their administrative status, thereby fostering a culture of performance improvement within the organization.​

The Importance of Providing a Development Plan to Ensure Employee Growth and Avoid Future Disciplinary Action

An employee warning highlights a gap between the employee’s actual performance and the organization’s expectations. Although a warning may seem like a disciplinary measure, transforming it into a development tool by integrating it into a performance improvement plan is a strategic approach to building a more balanced relationship between the employee and the organization. Instead of being a threat that foreshadows the termination of an employment contract, the warning becomes an opportunity for professional growth through a clear plan that ensures behavioral correction, improved competence, and enhanced retention in the workplace.

The Importance of a Performance Improvement Plan

Integrating a performance improvement plan with a formal warning is an effective developmental approach that combines correction and guidance, offering the following benefits to both the organization and the employee:

Turning a Warning into an Opportunity for Development

Linking the warning to a performance improvement plan helps change the negative perception of this procedure, as the disciplinary action becomes a fresh start that drives the employee toward positive change and practical learning, enabling them to overcome previous shortcomings through measurable goals and clear support from management. This approach helps reduce the employee’s internal resistance to the warning and accelerates the process of understanding them and implementing the required actions.

Identifying Problems and Providing Solutions

The performance improvement plan begins with a thorough analysis of the reasons that led to the warning, whether related to behavior, productivity, or commitment. Then, goals are set that the employee must achieve within a specified time frame, along with support tools such as training, ongoing guidance, and the provision of necessary resources. Monitoring and evaluation criteria are also established to ensure a clear path toward improvement.

Involving the Employee and Fostering Accountability

Involving the employee in developing the improvement plan—or at least in discussing it—is an important step toward instilling a sense of personal responsibility. The employee feels not merely a recipient of punishment but an active participant in addressing the problem, and this sense strengthens their commitment to the plan and helps achieve its intended goals.

Reducing Future Disciplinary Actions and Ensuring Continuity

Implementing the plan helps reduce the recurrence of mistakes and avoid escalating disciplinary actions by providing a timeline for monitoring improvement and documenting the organization’s steps to support the employee. This protects the organization legally and fosters a fair and sustainable work environment.

Reducing Costs and Enhancing Efficiency

Giving an employee the opportunity to improve reduces the costs associated with hiring and training a new employee and preserves the accumulated expertise within the team. It also enhances the stability of the work environment and its resilience in dealing with challenges.

Building a Positive Culture of Development

Adopting performance improvement plans helps build a positive organizational culture based on development rather than punishment. Employees feel that the organization has their best interests at heart and gives them an opportunity to improve rather than making hasty decisions, which builds trust and increases employee loyalty and commitment.

Objectives of the Improvement Plan

The objectives of a performance improvement plan are to transform challenges into opportunities for professional development, with a focus on:

Accurately identifying areas of weakness

The plan seeks to diagnose the root cause of the problem, whether it relates to a lack of specific skills, poor application of job behaviors, or a failure to comply with policies. This is achieved through an objective analysis of historical data and performance evaluations, as well as an exchange of views with the employee to reach a shared understanding of the issue and clearly define responsibilities without bias.

Translating Weaknesses into SMART Goals

Clear, specific, measurable, realistic, and time-bound goals are a fundamental pillar, as they provide the employee with a concrete vision of what they must accomplish within a specific timeframe and offer a means to assess their progress through trackable performance indicators.

Involving the Employee in Developing the Plan

Involving employees in setting goals and defining the problem fosters a sense of empowerment and reduces resistance to change, which enhances the plan’s effectiveness and ensures it stems from internal commitment rather than external imposition.

Components of a Performance Improvement Plan

The plan follows a practical approach that combines individual guidance with ongoing monitoring without undermining the employee’s morale or diminishing their potential, and focuses on:

Clearly Defining Expectations

The plan sets out the required standards in a clear and unambiguous manner, including work quality, speed, accuracy, and acceptable behavior. It also provides benchmarks to help employees compare their performance against expectations.

Designing Individual Training Pathways

Identifying training needs tailored to the employee based on the nature of the violation and the employee’s specific shortcomings, while providing professional programs such as workshops, courses, or direct on-the-job coaching. This demonstrates the organization’s commitment to developing its employees and addressing gaps in general training plans.

Establishing a Rigorous Follow-Up System

The plan relies on a periodic follow-up mechanism that includes weekly or monthly meetings and progress updates to assess progress and identify any deviations early on, allowing for rapid adjustments and the provision of necessary managerial support.

Providing objective feedback

Continuous feedback—whether encouraging or corrective—gives employees a clear picture of their current performance and how close they are to their goals. It helps them gradually adjust their behavior without feeling inadequate or afraid of failure, as the plan focuses on behavior modification rather than judgment.

The Difference Between a Warning for Corrective Action and a Notice of Termination

As a disciplinary measure, a warning to an employee aims to alert the employee to a violation they have committed. It is used to correct behavior and is not a direct prelude to contract termination. This warning is issued in writing, with the reasons clearly stated and the employee given the opportunity to defend themselves. It represents the first step in a system of internal disciplinary measures, such as salary deductions or subsequent dismissal, whereas a notice of dismissal is known as a termination notice or a one-month notice period and is intended to terminate the employment contract.

According to Article 75 of the Saudi Labor Law, if an employment contract is of indefinite duration and wages are paid monthly, the notice period must be at least 60 days when termination is initiated by the employer and at least 30 days when initiated by the employee. If wages are not paid monthly, either party must provide at least 30 days’ written notice when terminating the contract for a legitimate reason.

Employee Rights During the Notice Period

An employee’s rights during the notice month do not differ from those of an employee who has not received a notice of termination in general. A common question in this context is: Is the employee entitled to a month’s salary during the notice period? In fact, the employee is entitled to full pay during the notice month based on their last salary, and this month is counted as part of their regular service.

Another question that must be addressed is: Is an employee entitled to take leave during the notice period? Under the Saudi Labor Law, leave during the notice period falls into two categories. The first is leave to search for another job. According to Article 78 of the Saudi Labor Law, when the employer gives notice of termination, the employee is entitled to one fully paid day per week or eight hours during the week to look for another job, provided that the employer is notified at least one day in advance. The second category consists of regular leave as stipulated by law, which is subject to the applicable legal requirements and the employer’s approval where required.

Is it permissible to terminate an employee without notice?

The Labor Law permits dismissal without notice only in the cases specified in Article 80, such as assaulting the employer, fraud, gross negligence, or unexcused absence for a specified period. These cases are considered exceptional and are subject to judicial review in the event of a dispute. In all other cases, notice is mandatory, and both parties are entitled to compensation for the notice period if the other party fails to comply with it.

How does Jisr help you implement employee warnings and performance improvement plans?

Jisr Human Resources Management System is the optimal and leading system in the Kingdom of Saudi Arabia, whether due to its multiple features and extensive integration with other platforms, or its regular updates and alignment with Saudi laws and regulations. The system enables the development of the employee warning process and contributes to its accuracy and procedural integrity through several features, including:

Creating policies for violations and penalties within Jisr

Jisr allows you to set up policies for violations and penalties tailored to your company’s needs. The process begins by identifying common types of violations—such as absenteeism, tardiness, or unprofessional conduct—and then linking each violation to appropriate penalties, such as a warning or a formal notice. The system helps you prioritize penalties based on the frequency of the violation, and it automatically applies the penalty when the behavior recurs without manual intervention. Policies are documented within the system to serve as a clear reference for management and employees, ensuring transparency and fairness in dealing with all employees and strengthening their trust in the organization.

Automatic Violation Logging and Employee Notifications

When a violation occurs, the administrator can record it through the Violations and Penalties section by selecting the employee’s name, the type of violation, and the date, with the option to attach evidence such as documents or photos. After the violation is saved, the system sends an automatic notification to the employee in question to inform them of what happened. The employee can then be asked to provide a statement explaining their perspective, and if they object, they can file an appeal for review by the appropriate supervisor.

Customize disciplinary policies to suit your company

You can enter your company’s specific violation regulations into Jisr, making them the primary reference when recording any violation. This customization facilitates the consistent application of disciplinary procedures across all employees and ensures management’s adherence to approved policies. These regulations can also be easily modified at any time via the control panel.

Effective Management of Violations and Employee Disciplinary Records

Every violation and warning is automatically recorded in the employee’s digital file within the system and classified by status, such as pending, action taken, or appeal. You can review the history of each violation and access previous statements and decisions, which facilitates accurate administrative decisions later on. After a specified period, the system automatically reduces the number of repeat violations for certain offenses to account for improvements in the employee’s behavior.

Managing Permissions to Prevent Manipulation and Ensure Privacy

The system allows administrators to specify who can view or modify disciplinary actions through permission settings, ensuring that only authorized individuals can access violations or take action on them. This preserves data privacy and prevents tampering with employee records.

Save time and effort with detailed reports

You can use Jisr to generate comprehensive reports on recorded violations and issued warnings, specifying the time period, violation type, or relevant department. You can also export reports in various formats, such as PDF or Excel, and share them with decision-makers within the company to provide valuable insights into behavioral trends and improve future policies and strategies.

To ensure you get the most out of Jisr’s outstanding human resources management system when issuing and tracking employee warnings, follow these steps:

• Start by logging in to Jisr Human Resources Management System to access the Violations and Penalties feature.
• Create a list of potential violations within the company to determine the appropriate penalties for each violation with accuracy and transparency.
• Record disciplinary actions and document them in the system’s records to serve as a reference for management and employees and as a means to promote discipline in the workplace.
• Implement automated notifications to inform employees of warnings via the mobile app and web portal to facilitate follow-up and direct communication.
• Implement a performance improvement plan based on periodic follow-ups and analysis of detailed reports to promote development and reduce violations.
• Assign tasks for notifying employees and updating the violation log through the notification system to ensure fair and transparent application of procedures.
• Optimize the distribution of authority for managing alerts by assigning the appropriate personnel to accurately adjust policies and efficiently carry out follow-up.
• Adopt detailed reports to analyze violations and monitor the implementation of the improvement plan, with the aim of supporting strategic decision-making and improving overall performance.

In conclusion, an employee warning is an effective management tool that supports discipline without undermining mutual trust between the employee and management. This procedure fosters a culture of transparency and fairness and gives the employee a realistic opportunity to improve their behavior and enhance their performance. The improvement plan accompanying the warning also helps reduce recurrence and directs efforts toward achieving sustainable positive results. By using Jisr, you can ensure that warnings are issued within a clear professional framework that respects privacy and documents procedures to guarantee fairness and efficiency.