What is a warning?

In employment law, the principle of proportionality applies. Therefore, if an employee is to be dismissed for an act that he or she can control (e.g. misconduct), a warning is first required. The warning has a reprimand function (designation of the offending behavior) and a warning function. In individual cases, however, a warning may be dispensable if the misconduct is serious (e.g. self-vacation, assault) and the employee would have to assume in view of the misconduct that he or she would receive notice of termination.