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1. Letter Header: Company letterhead, date, reference number, and employee's full contact details
2. Subject Line: Clear and specific subject line indicating the purpose of the letter
3. Opening Context: Reference to any previous communications, meetings, or events that have led to this explanation letter
4. Main Explanation: Clear, factual, and detailed explanation of the situation or decision being communicated
5. Legal and Policy Framework: Reference to relevant company policies, procedures, or legal requirements that apply to the situation
6. Impact and Implications: Clear explanation of how this affects the employee and their employment
7. Next Steps: Clear outline of any actions required, deadlines, or expectations
8. Closing: Information about who to contact for questions and formal signature block
1. Performance Concerns: Specific section detailing performance issues when the letter relates to performance management
2. Disciplinary Matters: Section outlining specific conduct issues when the letter relates to disciplinary proceedings
3. Appeal Rights: Information about appeal procedures when the letter contains a formal warning or disciplinary outcome
4. Support Measures: Details of available support, training, or assistance when the letter relates to performance improvement
5. Timeline of Events: Chronological listing of relevant events when the situation has a complex history
6. Meeting Summary: Summary of any relevant meetings when the letter follows up on formal discussions
1. Meeting Minutes: Copies of relevant meeting minutes referenced in the letter
2. Evidence Documents: Copies of any evidence referenced in the explanation
3. Performance Records: Relevant performance review documents or incident reports
4. Policy Excerpts: Copies of relevant company policies referenced in the letter
5. Action Plan: Detailed improvement or action plan if referenced in the letter
6. Form of Acknowledgment: Form for the employee to sign acknowledging receipt of the letter
Employee
Effective Date
Performance Improvement Plan
Company Policies
Staff Handbook
Disciplinary Procedure
Grievance Procedure
Warning
Final Warning
Gross Misconduct
Written Warning
Verbal Warning
Appeal Process
Line Manager
HR Representative
Performance Review
Workplace Code of Conduct
Notice Period
Working Days
Confidential Information
Recipient Details
Subject Matter
Previous Communications Reference
Background Information
Main Explanation
Policy Reference
Legal Compliance
Performance Matters
Conduct Issues
Timeline
Expected Actions
Consequences
Support Measures
Appeal Rights
Confidentiality
Next Steps
Contact Information
Acknowledgment
Signature
Technology
Financial Services
Manufacturing
Retail
Healthcare
Education
Professional Services
Construction
Hospitality
Public Sector
Telecommunications
Transportation
Energy
Agriculture
Non-profit
Human Resources
Legal
Compliance
People Operations
Employee Relations
Senior Management
Operations
Administration
HR Manager
HR Director
People Operations Manager
Employee Relations Manager
Line Manager
Department Head
Operations Director
Chief Human Resources Officer
HR Business Partner
Compliance Officer
Legal Counsel
Department Supervisor
Team Leader
Regional Manager
Managing Director
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