Final answer:
An employee should receive a written warning for disciplinary action after prior counseling for rule-breaking, upon the first occurrence of a severe rule violation, or for any severe violation of rules. A trial or probationary period can also establish clear expectations and consequences for new employees.
Step-by-step explanation:
It is appropriate to give an employee a written warning as part of a disciplinary action in several contexts. First, when the employee has already received previous counseling and is aware of the rule they have broken. Second, a written warning is apt for the first occurrence of breaking an important rule, especially if it's deemed severe. Lastly, it's suitable for severe violations of rules which could include actions that pose significant risk to safety, operations, or company integrity.
It's also important to establish a fair and consistent disciplinary process that employees are aware of from the beginning of their employment. This might include a trial or probationary period, during which the expectations are clearly communicated, and the consequences of not meeting those expectations are understood. An effective disciplinary system not only enforces rules but also supports a safe, productive, and positive work environment.