If you check the penalty regulations, there are many companies that have a penalty called "verbal warning." Although the violations are not as serious as warning letters, they often target minor violations that require detailed enforcement. However, this "oral warning", which is not stipulated in the law, can cause great confusion if not handled with care.

[Verbal warning to keep records]

Since it is a verbal warning, there is no written document issued and the warning is given directly orally, but if you just say it, there will always be problems of ``I said it'' and ``I didn't say it.'' Therefore, unless you keep a record of ``I gave a verbal warning,'' it will not be able to be used as evidence when the next violation occurs. Whenever you call a subordinate to warn them, it is necessary to take some measures, such as creating something like a ``counseling sheet'' and keeping a record in human resources.
Also the first 1 For offenses that are subject to the issuance of a graded warning, expressions such as ``despite a verbal warning'' are often used. This is also a condition for issuing a warning letter, so more evidence is required.

[Effect of verbal warning in case of violation again during the validity period of the previous penalty]

The warning letter has three levels, and the one with the heavier level will result in dismissal. “If a warning letter is issued again during the validity period of the first stage warning letter, 1 We often see provisions stating that if an offense is committed that would result in a tier 2 warning, a tier 2 warning will be issued. So, if a violation committed during the validity period of the first stage warning letter results in a verbal warning, what will be the next penalty? If a 2nd tier warning letter is a lesser violation than a 1st tier warning letter, then it will be counted as 0.5, and if the violation is decided to be 2nd tier only after receiving two verbal warnings, it is difficult to manage the violation properly and it often becomes confusing. How can we set penalties that are clearly enforced, fair and helpful for improvement?
The obvious answer is that verbal warnings should not be used as punishment. I believe that verbal warnings are actually given on a daily basis, but it is quite unreasonable to make the penalties heavier by combining them with other penalties. When it comes to recording verbal warnings, there are various difficulties in implementing them. Therefore, verbal warnings are given as guidance, but combining them with other warning letters and making duplication an issue may cause sensitive issues. If verbal warnings are already included in the penalties in the work regulations, it may be possible to continue if the punishment is agreed with the employee, but if problems often occur, it may be necessary to avoid duplication of verbal warnings. 1 How about setting it as a violation of the step-by-step warning letter? For example, if the employee says that he or she has received three verbal warnings within 30 calendar days, the employee can submit a written oath from his or her superior, and since there is more than one repeated warning, it will be difficult for the employee to say that he or she has not been warned.
In any case, the purpose of penalties is to improve and guide employees, so we recommend that you consider how to apply them fairly, without forgetting the original purpose.