A Letter Of Final Warning To Employee is a critical employment document used in New Zealand when serious misconduct or persistent performance issues require formal addressed under the Employment Relations Act 2000. This document is typically issued after previous verbal and/or written warnings have not resulted in the required improvement. The letter serves multiple purposes: it formally documents the employment issues, clearly communicates expectations for improvement, sets specific timeframes, and warns of potential termination if improvements are not made. It must be drafted carefully to ensure compliance with New Zealand employment law, including principles of natural justice and good faith. The document should be specific enough to stand up to potential legal scrutiny while maintaining professionalism and providing clear guidance for improvement.
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1. Letter Header: Company letterhead, date, employee's name and address, and reference number if applicable
2. Subject Line: Clear indication that this is a Final Warning Letter
3. Incident/Issue Details: Specific description of the misconduct or performance issues, including dates and specific examples
4. Previous Warnings: Reference to previous warnings or discussions about the issue
5. Impact Statement: Explanation of how the behavior/performance affects the workplace or business
6. Expected Improvements: Clear outline of the specific improvements or changes required
7. Timeframe: Specific timeline for required improvements and review period
8. Consequences: Clear statement of potential consequences if improvements are not made, including possible termination
9. Closing Statement: Formal closing including invitation to discuss concerns and signature blocks
1. Support Offered: Details of any additional support, training, or resources being offered to help the employee improve
2. Employee Assistance Program: Information about available counseling or support services, if applicable
3. Union Representative: Reference to the employee's right to have union representation, if they are a union member
4. Performance Improvement Plan: Detailed improvement plan with specific goals and metrics, particularly relevant for performance-related issues
5. Meeting Summary: Summary of any disciplinary meeting that preceded the warning letter
1. Previous Warning Letters: Copies of any previous warning letters or performance improvement notices
2. Incident Reports: Documentation of specific incidents or performance issues referenced in the letter
3. Performance Metrics: Relevant performance data or statistics supporting the issues raised
4. Meeting Minutes: Minutes from any disciplinary meetings related to this final warning
5. Relevant Policies: Copies of company policies that have been breached or are relevant to the warning
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