Jonah Patel
In the workplace, a write-up is a record of an employee's performance that can be used to justify disciplinary action or termination. There is no legal definition of what constitutes a write-up, and they can take various forms, including verbal warnings, emails, letters, or even notes. Write-ups are more common in customer service jobs or other jobs where employees are not trusted and are treated punitively. They are often used to write people up for minor occurrences, such as being slightly late. Employees may be asked to sign a write-up to show they have seen and understood it, but this is not a requirement. Write-ups should not be confused with asset write-ups, which are non-cash items that increase the book value of an asset when its carrying value is less than its fair market value.
| Characteristics | Values |
|---|---|
| Job type | Customer service type jobs or other jobs that tend not to trust employees |
| Purpose | Punishment |
| Frequency | If an employee gets a certain number of write-ups over a certain period, they may be fired |
| Reasons | Minor occurrences, e.g. being slightly late |
| Format | Verbal warnings, e-mails, letters, notes |
| Signature | Employees are usually asked to sign a write-up to show they have seen and understood it, but this is not required |
| Employee options | Submit a written rebuttal, refuse to sign |
| Business prospects | Not considered positive |
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What You'll Learn
- Write-ups are often used as a form of punishment in customer service jobs
- They can be used to justify disciplining or firing an employee
- There is no legal definition of what constitutes a write-up
- Write-ups can be used to increase the book value of an asset
- Employees can refuse to sign a write-up, but employers may document this refusal
Write-ups are often used as a form of punishment in customer service jobs
Write-ups are documented records of an employee's performance that are used to address behavioural or performance issues. They are often used as a form of punishment in customer service jobs, where employers do not trust their employees and do not treat them as responsible adults. Write-ups are used to justify disciplining or firing an employee and can be issued for minor occurrences, such as being slightly late or using questionable grammar in an email.
In some cases, employers have a system where employees will be fired if they receive a certain number of write-ups over a specific period. While write-ups are not legally defined, they are considered good business practices. Employees are typically asked to sign a write-up to show that they have received and understood it, although this is not a requirement. Verbal warnings preceding a write-up should also be documented.
Before issuing a write-up, managers should approach the situation with a mindset of delivering corrective advice rather than administering punishment. It is important to begin the write-up process from a place of calm and objectivity, documenting the problem with clear, factual examples. Following up after the write-up is crucial to assess the effectiveness of the corrective action and help create a positive work environment.
Write-ups can be anxiety-inducing for employees, and they may feel intimidated by the escalation. However, it is important to remember that the process should foster improvement and growth, providing a formal structure for employees to get back on track. Employees who disagree with the contents of a write-up may submit a written rebuttal to be filed alongside it.
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They can be used to justify disciplining or firing an employee
Write-ups are often used in customer service jobs and other jobs where employees are not trusted and are not treated as responsible adults. They are also used as a form of punishment. While there is no legal definition of what constitutes a write-up, they can be used to justify disciplining or firing an employee. Here are some ways in which write-ups can be used for this purpose:
- Evidence of Misconduct: Write-ups can document instances of employee misconduct or poor performance. This includes issues such as frequent lateness, absence without notice ("no call, no show"), or failure to follow instructions. By recording these instances, employers build a case for disciplinary action or termination.
- Performance Improvement Plans: Write-ups can be used to establish a paper trail of an employee's performance issues and the steps taken to address them. Employers may use write-ups to outline performance expectations, set improvement goals, and provide a timeline for the employee to demonstrate positive change. Failure to meet these expectations can then be used as grounds for further disciplinary measures, including termination.
- Progressive Discipline: Some companies have a system where a certain number of write-ups within a specific period can lead to disciplinary action or termination. For example, an employer may have a policy that states that three write-ups within a six-month period will result in termination. This progressive discipline approach ensures employees are aware of the consequences of continued performance issues or policy violations.
- Documentation for Termination: Write-ups create a paper trail that justifies an employee's termination. If an employee is dismissed due to poor performance, misconduct, or violation of company policies, write-ups provide evidence to support the employer's decision. This documentation can protect the company from potential legal claims or disputes related to the termination.
- Employee Acknowledgement: While not required, many employers ask employees to sign write-ups to acknowledge that they have received and understood the document. This signature does not necessarily indicate agreement with the content but serves as proof that the employee has been made aware of the issues raised. An employee's refusal to sign can also be documented and considered a form of misconduct, further supporting the case for disciplinary action or termination.
It is important to note that while write-ups can be used to justify disciplinary actions, employers should also consider other factors, such as providing support, training, or coaching to improve employee performance and address any underlying issues. Additionally, employers must comply with applicable labour laws and ensure that disciplinary processes are fair and reasonable.
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There is no legal definition of what constitutes a write-up
The lack of a legal definition means that employers have significant leeway in what constitutes a write-up. For example, some companies may issue write-ups for minor occurrences, such as being slightly late, while others may have a system where a certain number of write-ups over a specific period can lead to termination.
In some cases, write-ups can be used as a form of employee control, taking authority away from managers and placing it within the write-up itself. This can create a culture of fear and infantilization, where employees are not trusted to act as responsible adults.
Additionally, the absence of a legal definition allows for flexibility in how write-ups are administered. For instance, verbal warnings must be documented, and employers are encouraged to maintain formal employee performance reviews and write-ups as good business practices. However, there is no requirement for these to be included in an employee's personnel file.
While write-ups are commonly associated with employee discipline, they can also refer to increasing the book value of an asset in accounting. This type of write-up occurs when the carrying value of an asset is less than its fair market value, often during mergers and acquisitions, and is considered a non-cash item.
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Write-ups can be used to increase the book value of an asset
A write-up in accounting refers to an increase in the book value of an asset when its carrying value is less than its fair market value. A write-up is generally used to refer to a company's assets and liabilities being restated to fair market value under the purchase method of M&A accounting. This often occurs during acquisitions, where the initial value of an asset was inaccurately recorded or when a previous write-down was deemed excessive.
For example, consider Company A acquiring Company B for $100 million. At the time of the acquisition, the book value of Company B's net assets was $60 million. Before the acquisition can be completed, Company B's assets and liabilities must be marked-to-market to determine their fair market value (FMV). If the FMV of Company B's assets is determined to be $85 million, the increase in their book value of $25 million represents a write-up. The $15 million difference between the FMV of Company B's assets and the purchase price is then booked as goodwill on Company A's balance sheet.
Write-ups are non-cash items that impact the balance sheet. They are not considered a positive harbinger of future business prospects since they are generally a one-time event. However, they can be used strategically by companies to align their financial statements with market realities, positively influencing analysts' perceptions.
Book value is the value of a company's assets after deducting its liabilities and approximates the total value shareholders would receive if the company were liquidated. It is used by investors to determine whether a company is under or overvalued. While it provides a basic framework of a company's net worth, it relies on historical information and does not account for intangible assets like patents and trademarks.
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Employees can refuse to sign a write-up, but employers may document this refusal
There is no legal definition of what constitutes a write-up, nor is there a definition of what is required to be in an employee's file. Write-ups are more common in customer service jobs, where employees are not treated as responsible adults, and they are often used as a form of punishment. For example, some companies write up employees for minor occurrences, like being slightly late.
Employees can refuse to sign a write-up, but they should be aware that employers may document this refusal and that this can be considered a form of employee misconduct. If an employee disputes the content of a write-up, they may submit a written rebuttal to be filed alongside it. It is recommended that employers go through the document point-by-point with the employee and give specific examples of why the points were made. If the employee makes a good case, employers may consider revising elements of the report.
If an employer threatens to fire an employee for not signing a disciplinary notice, they have escalated the situation unnecessarily. However, employers can legally fire employees for nearly any reason and without warning. Therefore, it is important for employees to understand the basic concepts of at-will employment and seek legal advice if necessary.
To avoid issues with employees refusing to sign write-ups, employers should develop a written policy for how they document write-ups and other formal written items. This policy should be included in orientation and new-hire materials. Employers should also consult an employment-law attorney to ensure their policies are free from loopholes and protect them from litigation.
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Frequently asked questions
A write-up is a record of an employee's performance that can be used to justify disciplining or firing them. Write-ups are more common in customer service jobs and are often used as a form of punishment.
No, there is no legal requirement for an employee to sign a write-up. However, employers may ask employees to sign the document to show that they have seen and understood it. If an employee refuses to sign, the employer may consider it a form of misconduct and document the employee's refusal with a witness present.
If an employee refuses to sign a write-up, they may be able to submit a written rebuttal that can be filed alongside the write-up. It is important to understand the basic concepts of at-will employment and the employee's options when dealing with write-ups.
There is no legal definition of what constitutes a write-up, so evidence of poor performance can come in various forms, including verbal warnings, emails, letters, and even notes. Employers should ensure they have support for the decision to terminate an employee, either through testimony and/or documentation.
