The Suspension Letter To Employee For Poor Performance is a crucial document in Canadian employment relations, used when standard performance improvement measures have not achieved desired results. It serves as an intermediate step in the progressive discipline process, more serious than a written warning but less severe than termination. The document must adhere to Canadian federal and provincial employment standards, considering aspects such as the Canada Labour Code, provincial employment legislation, and human rights requirements. It typically follows documented performance issues, formal reviews, and previous attempts at performance improvement. The letter should detail specific performance deficiencies, reference prior warnings or improvement plans, specify the suspension duration and terms, and outline clear expectations for return to work. This document is particularly important for maintaining proper documentation in case of potential legal challenges and demonstrating fair treatment in employment practices.

1. Letter Header: Company letterhead, date, and formal addressing to the employee including their name, position, and employee ID

2. Subject Line: Clear indication that this is a suspension notice due to performance issues

3. Performance Issues: Specific details of the performance problems, including dates, incidents, and metrics where applicable

4. Previous Communications: Reference to prior performance discussions, warnings, or improvement plans

5. Suspension Details: Clear statement of suspension duration, start date, and conditions

6. Impact on Pay and Benefits: Explanation of how the suspension affects compensation and benefits

7. Return to Work Conditions: Specific expectations and requirements for returning to work

8. Next Steps: Outline of the performance improvement process and consequences of further issues

9. Closing: Signature block with appropriate authority's name and title