Written record of a first or final written warning, issued as part of progressive discipline under Schedule 8 of the LRA — the paper trail the CCMA expects before dismissal for repeated misconduct.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 11. The PDF will have blank lines in their place to fill in by hand.
Click a field label in the text and type, or use the form. Empty fields become blank lines in the PDF.
WRITTEN WARNING
Employee: , Warning level:
This warning is issued in terms of the Employer's disciplinary code and procedure, applied in accordance with item 3 of Schedule 8 (Code of Good Practice: Dismissal) to the Labour Relations Act 66 of 1995.
1. THE INCIDENT 1.1. Date of incident: . 1.2. Description: 1.3. Rule of the disciplinary code breached: .
2. DISCIPLINARY HISTORY 2.1. Previous warnings taken into account:
3. CORRECTIVE ACTION REQUIRED 3.1.
4. VALIDITY 4.1. This warning remains active on the Employee's record for months from the date of issue, after which it will not be taken into account when deciding a sanction for further misconduct.
5. CONSEQUENCES OF REPETITION 5.1. 5.2. Further misconduct of a similar or more serious nature within the validity period of this warning may lead to progression to the next stage of discipline, up to and including dismissal, following a fair hearing.
6. RIGHT TO RESPOND / APPEAL 6.1. The Employee may respond to this warning and, if dissatisfied, may raise a grievance or appeal through the Employer's disciplinary code.
7. ACKNOWLEDGMENT 7.1. 7.2. Witness (where the Employee declines to sign):
Issued by:
SIGNATURES Employer representative ______________ / / Employee ______________ / / (or noted as refused to sign, witnessed above)
This is a boilerplate template, not legal advice. Employment, consumer-protection, data protection, and food-safety law in South Africa is detailed and fact-specific (BCEA, LRA, POPIA, PAIA, CPA, ECTA, R638) — have this document reviewed and adapted by a labour/commercial lawyer, and where relevant checked against current CCMA and Information Regulator guidance, before use.
Documents that are usually drawn up in the same process.
Workplace disciplinary code and procedure aligned to Schedule 8 (Code of Good Practice: Dismissal) of the LRA — the standard the CCMA measures a dismissal against, and the anchor of the whole discipl…
Notice of a disciplinary hearing, setting out the charges and the employee's rights, as required by item 4 of Schedule 8 (Code of Good Practice: Dismissal) of the LRA.
Dismissal letter plus certificate of service — the written termination notice required by s.37(4) BCEA and the certificate of service required on any termination by s.42 BCEA.
2 of 13 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.