The Warning Letter Before Termination is a crucial document in Hong Kong's employment context, typically issued when an employee's performance or conduct falls significantly below expected standards. This document serves multiple purposes: it formally documents the issues, provides clear expectations for improvement, and establishes a legal record in case termination becomes necessary. The letter must be drafted in compliance with Hong Kong's Employment Ordinance and related legislation, including considerations for discrimination laws and privacy ordinances. It's an essential step in the progressive discipline process, usually issued after verbal warnings or informal discussions have not yielded the desired improvement. The document should be specific, factual, and provide a reasonable timeframe for improvement while clearly stating the consequences of non-compliance.
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1. Letter Header: Company letterhead, date, reference number, and confidential marking
2. Recipient Details: Employee's full name, position, department, and internal address
3. Subject Line: Clear indication that this is a formal warning letter
4. Issue Description: Detailed description of the performance issues or misconduct, including specific incidents with dates
5. Previous Communications: Reference to any previous verbal warnings or discussions about the issue
6. Expected Standards: Clear statement of the company's expectations and required standards of performance/conduct
7. Improvement Plan: Specific actions required from the employee to address the issues
8. Timeline: Clear timeframe for expected improvement
9. Consequences: Statement that failure to improve may result in termination
10. Closing: Signature block with name and title of the issuing manager/HR representative
1. Performance Review Date: Used when scheduling a specific follow-up review meeting
2. Support Offered: Include when the company is offering specific support, training, or resources to help improvement
3. Prior Warnings Reference: Include when there have been previous formal warnings
4. Leave Status: Include if the employee is being placed on any form of probation or special leave
5. Union Representative Notice: Include if the employee has union representation rights
6. Appeal Process: Include when company policy provides for a formal appeal process
1. Performance Evidence: Documentation of specific incidents, performance data, or misconduct evidence
2. Previous Warning Letters: Copies of any previous warning letters referenced
3. Relevant Policies: Copies of company policies that have been violated
4. Performance Improvement Plan: Detailed plan with specific metrics and timelines for improvement
5. Meeting Minutes: Records of previous discussions or meetings about the performance issues
Relevant legal definitions
Company
Employee
Employment Contract
Warning Period
Performance Improvement Plan
Misconduct
Gross Misconduct
Performance Standards
Review Period
Termination
Summary Dismissal
Notice Period
Company Policies
Disciplinary Procedure
Working Hours
Job Duties
Improvement Targets
Assessment Criteria
Previous Warnings
Final Warning
Employee
Employment Contract
Warning Period
Performance Improvement Plan
Misconduct
Gross Misconduct
Performance Standards
Review Period
Termination
Summary Dismissal
Notice Period
Company Policies
Disciplinary Procedure
Working Hours
Job Duties
Improvement Targets
Assessment Criteria
Previous Warnings
Final Warning
Clauses
Notice of Warning
Performance Issues
Conduct Issues
Previous Incidents
Expected Standards
Improvement Requirements
Timeline for Improvement
Consequences of Non-Compliance
Review Process
Confidentiality
Employment Contract Reference
Company Policy Reference
Right to Appeal
Acknowledgment
Support and Resources
Documentation Requirements
Performance Monitoring
Meeting Requirements
Disciplinary Process
Legal Compliance
Performance Issues
Conduct Issues
Previous Incidents
Expected Standards
Improvement Requirements
Timeline for Improvement
Consequences of Non-Compliance
Review Process
Confidentiality
Employment Contract Reference
Company Policy Reference
Right to Appeal
Acknowledgment
Support and Resources
Documentation Requirements
Performance Monitoring
Meeting Requirements
Disciplinary Process
Legal Compliance
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Construction
Hospitality
Transportation
Real Estate
Media and Entertainment
Telecommunications
Energy
Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Employee Relations
Relevant Roles
HR Director
HR Manager
Legal Counsel
Department Head
Line Manager
Supervisor
Team Leader
HR Business Partner
Employee Relations Manager
HR Specialist
Compliance Officer
Operations Manager
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