The Termination Letter For Poor Performance is a crucial document used in Canadian employment contexts when ending employment relationships due to documented performance issues. It should only be used after proper performance management processes have been followed, including documented warnings and improvement plans. The letter must comply with both federal and provincial employment standards, including proper notice periods or payment in lieu of notice, and must avoid any discriminatory elements that could violate human rights legislation. This document typically follows a series of documented performance discussions and formal warnings, and should be reviewed by legal counsel to ensure compliance with applicable employment laws. The letter serves both as formal notice and as documentation of the termination decision, potentially important for future legal proceedings.
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1. Date and Address Block: Current date and full contact details of the employee
2. Subject Line: Clear indication that this is a termination notice
3. Prior Performance Issues: Summary of documented performance issues, warnings, and improvement plans previously discussed
4. Termination Statement: Clear statement of employment termination and effective date
5. Notice Period/Payment: Details of notice period or payment in lieu of notice as per employment standards
6. Final Pay and Benefits: Information about final salary, vacation pay, benefits continuation/termination
7. Company Property: Instructions regarding return of company property
8. Confidentiality Reminder: Reminder of ongoing confidentiality obligations
9. Closing: Signature block and contact information for HR representative
1. Severance Package Details: Include when offering additional severance beyond statutory minimums
2. Reference Policy: Include when specifying how future employment references will be handled
3. Outplacement Services: Include when the company is offering career transition support
4. Release Agreement Reference: Include when a separate release agreement is being offered
5. Benefits Continuation Details: Include when offering extended benefits beyond the termination date
6. Non-Competition Reminder: Include when employee is bound by existing non-compete agreements
1. Performance Review History: Chronological summary of performance reviews and warnings
2. Final Payment Calculation: Detailed breakdown of final payment including salary, vacation pay, and severance
3. Benefits Summary: Details of benefit entitlements and termination dates
4. Company Property Checklist: List of company items to be returned
5. Performance Improvement Plan History: Documentation of previous PIPs and outcomes
Relevant legal definitions
Clauses
Termination Statement
Performance History
Notice Period
Final Payment
Severance
Benefits Termination
Company Property Return
Confidentiality Obligations
Non-Competition Reminder
Non-Solicitation Reminder
Reference Policy
Final Release
Continuation of Obligations
Return of Documents
Unemployment Insurance
Outstanding Expenses
Vacation Pay
Benefit Continuation
Legal Rights Reservation
Contact Information
Performance History
Notice Period
Final Payment
Severance
Benefits Termination
Company Property Return
Confidentiality Obligations
Non-Competition Reminder
Non-Solicitation Reminder
Reference Policy
Final Release
Continuation of Obligations
Return of Documents
Unemployment Insurance
Outstanding Expenses
Vacation Pay
Benefit Continuation
Legal Rights Reservation
Contact Information
Relevant Industries
Technology
Financial Services
Manufacturing
Retail
Healthcare
Professional Services
Education
Construction
Hospitality
Transportation
Energy
Mining
Telecommunications
Real Estate
Non-Profit
Relevant Teams
Human Resources
Legal
Employee Relations
Senior Management
Operations
Department Management
Administration
Compliance
Industrial Relations
Relevant Roles
Chief Executive Officer
Chief Operating Officer
Department Director
Human Resources Manager
Legal Counsel
Employee Relations Specialist
Department Manager
Team Leader
Supervisor
Project Manager
Operations Manager
Regional Manager
Branch Manager
General Manager
Business Unit Head
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