When an employer gives a verbal warning for misconduct to an employee after a disciplinary does this also need to be communicated to the employee in writing or only recorded for the organisation’s own purposes? Is it procedurally correct, if an employee continues to be disciplined, to give a verbal warning, then first written warning, followed by second written warning and then dismissal?

The LRA Code of Practice on Disciplinary and Grievance Procedures recommends that, where following a disciplinary meeting, an employee is found guilty of misconduct, a first step would be to give him/her a formal oral warning or a written warning depending on the seriousness of the misconduct. It states that where such a warning issued, the employee should be informed, either orally where a formal oral warning has been given or in writing where a written warning has been given:

• that the action is part of the formal disciplinary procedure;
• of the nature of the misconduct;
• of the level of the disciplinary action being taken;
• of the change in behaviour required; and
• of the consequences of