The Employee Behavior Employee Complaint Letter is a crucial document in Hong Kong's workplace environment, designed to formally address and document workplace behavioral issues. This document is typically used when an employee needs to report misconduct, harassment, discrimination, or other inappropriate workplace behavior that requires formal attention. The letter must comply with Hong Kong's Employment Ordinance, Personal Data (Privacy) Ordinance, and various anti-discrimination ordinances. It serves as an official record of the complaint and often initiates a formal investigation process. The document should include specific details about incidents, dates, witnesses, previous attempts at resolution, and requested outcomes. It's particularly important in Hong Kong's business culture, where formal documentation is highly valued and necessary for potential legal proceedings.
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1. Header Information: Include date, sender's details, recipient's details (typically HR department or direct supervisor), and subject line clearly stating this is a formal complaint
2. Introduction: Brief statement identifying yourself and your position within the company
3. Incident Details: Specific details of the complaint including dates, times, locations, and nature of the incident(s)
4. Persons Involved: Names and positions of all relevant parties involved in the incident(s)
5. Previous Actions Taken: Description of any prior attempts to resolve the issue, including informal discussions or reports
6. Impact Statement: Description of how the situation has affected your work, well-being, or workplace environment
7. Requested Resolution: Clear statement of what outcome or resolution you are seeking
8. Closing: Professional closing statement expressing willingness to cooperate with investigation and provide additional information
1. Witness Information: Include if there were witnesses to the incident(s) who can corroborate the complaint
2. Health Impact: Include if the situation has resulted in medical issues or required medical attention
3. Legal References: Include if specific laws or company policies have been violated
4. Safety Concerns: Include if there are immediate safety or security concerns that need addressing
5. Union Representative: Include if you are involving or copying a union representative in the complaint
1. Evidence Documentation: Copies of relevant emails, messages, photographs, or other documentary evidence
2. Medical Records: If applicable, copies of medical certificates or reports related to the complaint
3. Previous Correspondence: Copies of any previous relevant communications about the issue
4. Witness Statements: Written statements from witnesses, if available
5. Timeline of Events: Detailed chronological listing of relevant events and incidents
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