Verbal Warnings in Sri Lanka

Purpose of Verbal Warnings

• Early Intervention: Address performance or behavioral concerns promptly.
• Communication and Guidance: Provide clear expectations and guidance for improvement.
• Opportunity to Course-Correct: Give employees a chance to address issues and demonstrate improvement.

Legal Framework

• No Single Law: While not mandated by law, verbal warnings align with the progressive disciplinary approach emphasized by TEWA.
• Common Law Principles: Consider principles of fairness and natural justice in conducting verbal warnings.

Conducting a Verbal Warning

• Private Discussion: Hold the conversation in private to facilitate open communication.
• Specificity: Clearly explain concerns with specific examples.
• Expectations and Goals: Outline expected improvements and set goals for progress.
• Documentation: While informal, document key points of the discussion for reference.

Employee's Role

• Active Listening: Listen actively and ask clarifying questions.
• Commitment to Improvement: Demonstrate willingness to improve and discuss support needed.

Benefits of Verbal Warnings

• Early Resolution: Address issues before they escalate.
• Open Communication: Foster trust and rapport between supervisor and employee.
• Employee Development: Provide opportunities for growth and improvement.

Remember

• Fairness and Consistency: Apply verbal warnings fairly and consistently.
• Progressive Discipline: Use them as the initial step in a disciplinary process if necessary.