A Workplace Relations Commission adjudication officer recommended reducing a worker’s written disciplinary warning to a verbal warning after finding the process procedurally flawed. The recommendation was dated 11 April 2017 and concerned the worker’s dispute with a Medical Device Company under the Industrial Relations Act. The worker, an operator, challenged a written warning over his attendance and sought its removal from his file. The company said his attendance record had been poor for much of his career and that he had acknowledged a warning was probably warranted. The officer accepted that the company had been lenient over the worker’s attendance record, but found he had not known the 29 October meeting was a disciplinary hearing. The officer recommended reducing the sanction to a verbal warning in full and final settlement of the dispute.