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WRITTEN WARNING — EMPLOYEE DISCIPLINARY NOTICE

Prepared October 23, 2026 · Ontario, Canada

RECITALS

WHEREAS the undersigned desires to set out in writing the matters described below;

WHEREAS this document has been prepared with reference to the laws of Ontario, Canada;

NOW, THEREFORE, the following provisions shall apply:

October 23, 2026

Example Coffee Roasters Inc.

210 Sample Avenue, Toronto, ON M5V 1H1

TO: Taylor Brooks

77 Example Crescent, Etobicoke, ON M9B 1A1

Position: Shift Supervisor

Dear Taylor Brooks,

ARTICLE 1 — PURPOSE

This letter is a written warning regarding your conduct/performance. This is a formal written warning placed in your personnel file. Further misconduct may lead to additional disciplinary action, up to and including termination of employment.

ARTICLE 2 — DESCRIPTION OF THE ISSUE

On three occasions in October 2026 you arrived more than 30 minutes after the start of your scheduled shift without notifying your manager in advance, leaving the store short-staffed during the morning rush.

Date(s) of occurrence: October 6, October 14 and October 21, 2026

ARTICLE 3 — POLICY OR STANDARD VIOLATED

Attendance Policy, Section 3.2 of the Employee Handbook

ARTICLE 4 — IMPROVEMENT REQUIRED

You are required to take the following corrective action:

Arrive on time for every scheduled shift, and phone your manager at least two hours ahead if an emergency makes you late.

Deadline for improvement: 2026-11-30

Your progress will be reviewed on or about that date.

ARTICLE 5 — CONSEQUENCES

If the improvement is not sustained, further discipline may follow, up to and including termination of employment.

ARTICLE 6 — EMPLOYEE RESPONSE

You may provide a written response to this warning within a reasonable time; it will be attached to this letter in your personnel file.

Please sign below to acknowledge that you have received and read this letter. Your signature confirms receipt only — it does not necessarily indicate agreement with its contents.

Employee acknowledgement: ___________________________

Taylor Brooks

Date: _______________

Issued by: ___________________________

Example Coffee Roasters Inc.

Date: _______________

IMPORTANT NOTES

Stick to facts: describe observable behaviour, dates, and the policy breached — avoid opinions, diagnoses, or protected-ground references (e.g. disability, family status, religion).

Disciplinary steps must respect the Employment Standards Act, 2000 of Ontario and any applicable human rights legislation — termination without proper process can expose the employer to a wrongful-dismissal or human-rights claim.

Keep a copy in the personnel file and give a copy to the employee.

This is a self-help template, not legal advice. For serious misconduct or a potential termination, consult an employment lawyer in Ontario first.

IN WITNESS WHEREOF, the undersigned has duly executed this document as of the date first written above.

Executed by:

Signature: ___________________________ Date: _______________

Printed name:

WITNESS

Signature: ___________________________ Date: _______________

Printed name:

This document is a self-help template and does not constitute legal advice. Independent legal advice from a licensed lawyer in Ontario is recommended before reliance.

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