The Formal Letter Of Warning To Employee is a crucial document in UAE employment relations, used when an employer needs to formally address and document employee misconduct, performance issues, or policy violations. This document must strictly comply with UAE Federal Law No. 33 of 2021 and related employment regulations, ensuring proper documentation of disciplinary actions. It serves multiple purposes: officially notifying the employee of the issue, documenting the warning for HR records, establishing a timeline for improvement, and protecting the employer's legal position if further disciplinary action becomes necessary. The letter should be drafted carefully to include specific incidents, relevant policies violated, required corrective actions, and consequences of non-compliance, while maintaining compliance with UAE labor laws regarding employee rights and fair treatment.
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1. Letter Header: Company letterhead, date, reference number, and classification as 'Warning Letter'
2. Employee Details: Full name, employee ID, position, department, and reporting manager
3. Subject Line: Clear indication that this is a formal warning and the general nature of the violation
4. Incident Details: Specific description of the misconduct/violation, including dates, times, and relevant incidents
5. Policy Reference: Citation of specific company policies, employment contract terms, or UAE labor laws that were violated
6. Previous Communications: Reference to any verbal warnings or discussions about the issue
7. Required Corrective Actions: Clear statement of expected behavioral changes or improvements
8. Consequences: Statement of potential consequences if behavior/performance doesn't improve
9. Timeline for Improvement: Specific timeframe for expected improvement
10. Acknowledgment: Space for employee signature and date to confirm receipt of warning
1. Performance Improvement Plan: Detailed action plan for improvement, used when the warning relates to performance issues
2. Previous Warnings Reference: Details of any previous warnings, used in cases of repeated violations
3. Training Requirements: Specific training or development requirements, included when remedial training is part of the correction plan
4. Union Representative Notice: Reference to union notification if employee is under union representation
5. Appeal Rights: Information about the employee's right to appeal the warning, included in serious cases
1. Incident Report: Detailed report of the specific incident(s) leading to the warning
2. Relevant Evidence: Copies of any evidence supporting the warning (emails, attendance records, witness statements, etc.)
3. Related Policies: Copies of relevant company policies or procedures that were violated
4. Performance Records: Relevant performance reviews or documentation (if warning is performance-related)
5. Meeting Minutes: Notes from any disciplinary meetings related to this warning
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