A Complaint Letter About A Coworker is a formal document used in Hong Kong workplace settings when informal resolution methods have been unsuccessful or when the severity of the situation requires immediate formal intervention. This document must be drafted in compliance with Hong Kong's legal framework, including the Employment Ordinance, Privacy Ordinance, and anti-discrimination laws. It is typically used when there are serious concerns about a coworker's behavior, performance, or conduct that negatively impacts the workplace environment or individual well-being. The letter should document specific incidents with dates and times, detail the impact of the behavior, outline previous attempts at resolution, and clearly state the desired outcome. This formal complaint mechanism helps organizations maintain proper documentation for potential investigations or legal proceedings while ensuring fair treatment of all parties involved.
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1. Sender's Details: Full name, position, department, and contact information of the person making the complaint
2. Recipient's Details: Name, position, and department of the person receiving the complaint (typically HR manager or direct supervisor)
3. Subject Line: Clear indication that this is a formal complaint with reference numbers if applicable
4. Introduction: Brief statement identifying yourself and the purpose of the letter
5. Details of the Complaint: Specific incidents, dates, times, and nature of the problematic behavior
6. Impact Statement: How the coworker's behavior has affected your work, workplace environment, or well-being
7. Previous Actions Taken: Documentation of any attempts to resolve the issue informally
8. Requested Resolution: Clear statement of what outcome or action you are seeking
9. Closing: Professional closing with indication of expected response timeframe
1. Witnesses: List of people who witnessed the incidents, to be included if there were observers to the behavior
2. Health and Safety Impact: To be included if the behavior has created workplace safety issues or health concerns
3. Previous Complaints: Reference to any previous formal complaints about the same person or similar issues
4. Legal Considerations: Reference to specific workplace policies or laws violated, if applicable
5. Confidentiality Statement: Request for confidential handling of the complaint, if necessary
6. Union Representative Notice: Notice of union involvement or representation, if applicable
1. Evidence Log: Chronological list of incidents with dates, times, and descriptions
2. Email Communications: Copies of relevant email exchanges or electronic communications
3. Witness Statements: Written statements from witnesses who observed the behavior
4. Previous Documentation: Copies of previous informal complaints or related correspondence
5. Performance Impact Records: Documentation showing how the behavior has affected work performance
6. Medical Records: If applicable, medical documentation related to health impacts (with appropriate privacy considerations)
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Construction
Hospitality
Transportation and Logistics
Government and Public Sector
Telecommunications
Real Estate
Media and Entertainment
Non-profit Organizations
Relevant Teams
Human Resources
Legal
Compliance
Operations
Administration
Management
Executive Leadership
Employee Relations
Industrial Relations
Corporate Communications
Risk Management
Relevant Roles
Employee
Manager
Supervisor
Team Leader
Department Head
Human Resources Manager
Human Resources Director
Chief Executive Officer
Operations Manager
Project Manager
Administrative Assistant
Executive Assistant
Legal Counsel
Compliance Officer
Union Representative
Department Director
Vice President
Senior Manager
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