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Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, covering misconduct handling, fair dismissal procedures, notice requirements, and documentation standards for employee disciplinary actions

Tripartite Guidelines on Fair Employment Practices: Guidelines ensuring fair and progressive employment practices, including non-discriminatory practices and proper documentation of performance issues

TAFEP Guidelines: Specific guidelines from Tripartite Alliance for Fair and Progressive Employment Practices covering proper procedures for managing poor performance, progressive discipline, and documentation of workplace grievances

Personal Data Protection Act 2012: Legislation governing the handling and protection of personal data, including requirements for managing employee information and maintaining confidentiality in warning letters

Workplace Safety and Health Act: Legislation relevant when warning letters involve safety violations or non-compliance with workplace safety regulations

Employment Claims Act 2016: Framework for handling employment disputes that may arise from disciplinary actions, including the issuance of warning letters

Company HR Policies: Internal company policies and procedures that must be followed when issuing warning letters to ensure consistency and compliance

Employee Handbook: Company-specific guidelines and procedures outlined in the employee handbook that may affect the warning letter process

Employment Contract: Individual employment agreement terms that may contain specific provisions about disciplinary procedures and warning letters

Collective Agreements: If applicable, agreements between employer and unions that may specify procedures for employee warnings and disciplinary actions