The Disciplinary Outcome Letter is a crucial document in Maltese employment relations, used to formally communicate the results of disciplinary proceedings to an employee. It must comply with the Employment and Industrial Relations Act (EIRA) and related Maltese legislation, which require employers to follow fair procedures and provide clear written communication of disciplinary decisions. The letter is issued after completing a disciplinary process, including investigations and hearings, and must detail the misconduct, evidence considered, decisions made, and any sanctions imposed. It should also inform the employee of their right to appeal and any relevant timeframes. This document serves both as a legal record and as a formal communication tool, protecting both employer and employee interests by ensuring transparency and procedural fairness in disciplinary matters.
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1. Employee and Company Details: Full name and position of the employee, company name, date, and reference numbers
2. Subject Line: Clear indication that this is a disciplinary outcome letter
3. Summary of Disciplinary Process: Brief overview of the disciplinary process, including dates of meetings and investigations
4. Allegations Discussed: Clear statement of the misconduct or performance issues that were investigated
5. Evidence Considered: Summary of all evidence reviewed during the investigation and disciplinary hearing
6. Decision and Reasoning: Clear statement of the outcome and detailed explanation of how the decision was reached
7. Sanctions Imposed: Specific details of any disciplinary measures being implemented
8. Right of Appeal: Information about the employee's right to appeal, including the process and timeframes
9. Closing Statement: Formal closing including signature of the appropriate manager/HR representative
1. Improvement Required: Used when the outcome includes specific performance improvements or behavioral changes required
2. Support Measures: Include when offering additional support, training, or assistance to help address the issues
3. Previous Warnings: Reference to previous warnings if relevant to the current decision
4. Probationary Period: Include if placing the employee under a probationary period as part of the outcome
5. Impact on Benefits/Position: Used when the disciplinary outcome affects the employee's benefits, role, or responsibilities
6. Union Representative Details: Include if the employee was represented by a union during the process
1. Meeting Minutes: Copy of the disciplinary hearing minutes
2. Evidence Summary: Detailed summary of evidence considered during the investigation
3. Company Policies: Copies of relevant company policies that were breached
4. Improvement Plan: Detailed plan outlining required improvements and timelines, if applicable
5. Appeal Form: Standard company appeal form for the employee to use if they wish to appeal the decision
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