A Formal Disciplinary Letter is a crucial employment document used when formal action is required to address employee misconduct, performance issues, or policy violations in Singapore. This document must align with Singapore's Employment Act and related legislation, ensuring fair treatment and due process. The letter serves as official documentation of the disciplinary process, protecting both employer and employee interests. It typically follows verbal warnings or informal discussions and precedes more serious actions like termination. The letter should clearly state the issues, reference relevant policies, outline expected improvements, and specify consequences, while maintaining compliance with Singapore's employment law framework.
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1. Letter Header: Company letterhead, date, reference number, and confidentiality marking
2. Employee Details: Full name, position, department, and employee ID
3. Incident Description: Clear description of the misconduct or performance issue
4. Policy Reference: Specific company policies or regulations violated
5. Previous Warnings: Reference to any previous warnings or disciplinary actions
6. Required Improvement: Clear expectations for correction and improvement
7. Consequences: Potential consequences if improvement is not shown
8. Timeline: Specific timeframe for improvement and review
1. Union Reference: Reference to union involvement or representation - include when employee is a union member
2. Support Offered: Details of training or support to be provided - include when performance improvement support is being offered
3. Appeal Process: Information about appeal procedures - include when company policy allows for appeals
1. Evidence Documentation: Copies of relevant evidence supporting the disciplinary action
2. Previous Warning Letters: Copies of previous warning letters if applicable
3. Performance Improvement Plan: Detailed plan for improvement if applicable
4. Relevant Policies: Copies of relevant company policies that were violated
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