The Short Service Dismissal Letter is a crucial document used in Australian workplaces when terminating employees who have been with the organization for a relatively short period, typically less than 12 months. This document type is particularly important as it addresses specific legal requirements under the Fair Work Act 2009 and related employment legislation, while considering that different unfair dismissal provisions apply to short-service employees. The letter must be carefully drafted to include all necessary information about the termination while maintaining compliance with Australian employment law, including minimum notice periods, final payment requirements, and proper documentation of the dismissal process. It serves as both a formal notification and a legal record of the termination, protecting both employer and employee interests.
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1. Letter Header: Company letterhead, date, and recipient's contact details
2. Formal Greeting: Professional salutation addressing the employee by name
3. Confirmation of Dismissal: Clear statement confirming the termination of employment
4. Effective Date: Specific date when the employment will end
5. Reason for Dismissal: Brief explanation of the grounds for dismissal, ensuring it aligns with the short service period
6. Notice Period Details: Information about notice period or payment in lieu of notice
7. Final Payment Information: Details of final pay, including any outstanding wages, leave entitlements, or other payments
8. Return of Company Property: List of company property to be returned
9. Closing Statement: Professional closing including any follow-up instructions
10. Signature Block: Name and position of the authorized person signing the letter
1. Performance Issues Summary: Include if the dismissal is performance-related, summarizing key issues and any prior warnings
2. Confidentiality Reminder: Include if the employee had access to sensitive information or trade secrets
3. Garden Leave Provisions: Include if the employee is to be placed on garden leave during the notice period
4. Reference Provision: Include details about future reference provisions if applicable
5. Outplacement Support: Include if the company is offering any career transition support
6. Non-Compete Reminder: Include if there are existing non-compete obligations that continue post-employment
1. Final Payment Calculation: Detailed breakdown of final payment including all entitlements
2. Company Property Checklist: Itemized list of company property to be returned
3. Employee Clearance Form: Form to be completed confirming return of property and settlement of accounts
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Healthcare
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Relevant Teams
Human Resources
People Operations
Legal
Employee Relations
Management
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HR Manager
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Chief Human Resources Officer
Managing Director
CEO
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Office Manager
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