Legally Speaking: Knowing which warning is appropriate for which disciplinary offence?

Employers too often misuse disciplinary warnings or avoid using them at all because they are unsure of how the law works around them. It is especially hard for small business owners who don’t have a fully functioning HR department to properly deal with offenses.

Obviously, the least “severe” form of warning is a verbal warning. This form of corrective action is reserved for minor infringements which, when experienced as a single occurrence, are not too disruptive and don’t strain the employment relationship too greatly.