{"id":18391,"date":"2021-06-17T11:58:40","date_gmt":"2021-06-17T09:58:40","guid":{"rendered":"http:\/\/www.kaufholdreveillaud.lu\/?p=3242"},"modified":"2023-11-15T18:25:52","modified_gmt":"2023-11-15T17:25:52","slug":"warning-at-work-impact","status":"publish","type":"post","link":"https:\/\/www.kaufholdreveillaud.lu\/en\/warning-at-work-impact\/","title":{"rendered":"Warning at work: IMPACT"},"content":{"rendered":"<p><span style=\"color: black;\"><br \/>\nThe warning is a reprimand from the employer to the employee, a forewarning from the employer to encourage the employee to change his behaviour.<\/span><\/p>\n<p>By issuing a warning, the employer gives the employee a second (or additional) chance, avoiding termination of employment.<\/p>\n<p>The employer, who issues a warning to punish the employee for a fact, will no longer be able to dismiss him\/her for that same fact.<\/p>\n<p>However, the employer can only invoke this fact in support of a termination if a new fact has occurred subsequently. The warning strengthens the employer&#8217;s position.<\/p>\n<p>The Labour Code does not regulate warnings: they are therefore not subject to any particular formalism.<\/p>\n<p><strong>Our advice:<\/strong><\/p>\n<p><strong>On the employer&#8217;s side:<\/strong><\/p>\n<ul style=\"color: black;\">Notify the warning within a reasonable period of time by registered letter or hand-delivered against signature in two copies (one for the employer and one for the employee) after being made aware of the alleged offence;<\/p>\n<li>Write the warning in a language understood by the employee;<\/li>\n<li>Mention that it is a warning;<\/li>\n<li>Specify the exact fault that is alleged;<\/li>\n<li>Remind the employee of his or her duties;<\/li>\n<li>Indicate the precise consequences of the alleged grievance (or even remind the employee of previous warnings if there are any).<\/li>\n<\/ul>\n<p><strong>On the employee&#8217;s side:<\/strong><\/p>\n<ul style=\"color: black;\">\n<li>It is recommended to contest the warning by registered letter;<\/li>\n<li>Repeat the grievance or grievances point by point, setting out the facts;<\/li>\n<li>Indicate that you formally contest the fact(s) of which you are accused.<\/li>\n<\/ul>\n<p><span style=\"color: black;\"><br \/>\nWhen the employee contests the validity of the warnings, the employer must provide the evidence.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The warning is a reprimand from the employer to the employee, a forewarning from the employer to encourage the employee to change his behaviour. By issuing a warning, the employer gives the employee a second (or additional) chance, avoiding termination of employment. The employer, who issues a warning to punish the employee for a fact, &hellip; <\/p>\n<p class=\"link-more\"><a href=\"https:\/\/www.kaufholdreveillaud.lu\/en\/warning-at-work-impact\/\" class=\"more-link\">Continue reading<span class=\"screen-reader-text\"> &#8220;Warning at work: IMPACT&#8221;<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":18667,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[255],"tags":[],"class_list":["post-18391","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-analysis-en","entry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Warning at work: IMPACT - Kaufhold et Reveillaud Avocats<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.kaufholdreveillaud.lu\/en\/warning-at-work-impact\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Warning at work: IMPACT - Kaufhold et Reveillaud Avocats\" \/>\n<meta property=\"og:description\" content=\"The warning is a reprimand from the employer to the employee, a forewarning from the employer to encourage the employee to change his behaviour. By issuing a warning, the employer gives the employee a second (or additional) chance, avoiding termination of employment. 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