Written Warnings in Sri Lanka

Legal Landscape

• Termination of Employment of Workmen (Special Provisions) Act No. 45 of 1971 (TEWA): While not specifically mandating written warnings, TEWA indirectly emphasizes progressive disciplinary action, making written warnings a common practice.

Issuing a Written Warning

A written warning serves to formally document performance or behavioral issues:

• Purpose: Formal documentation of concerns and expectations for improvement, clarifying potential consequences.

Content of a Written Warning

• Specific Issues: Clearly outline concerns with specific examples or references to policies.
• Expected Improvements: Define what improvements are expected and the timeframe for achieving them.
• Consequences of Non-Compliance: Specify potential further actions if improvements are not made.

Employee's Personnel File

The written warning is placed in the employee's personnel file:

• Placement: Records the disciplinary action taken and communicated expectations.

Important Considerations

• Fairness and Consistency: Issue warnings fairly and consistently following company policies.
• Opportunity to Respond: Allow the employee to provide their perspective on the warning.
• Progressive Discipline: Part of a progressive disciplinary process with escalating actions if necessary.