1. Previous Interventions: Summary of prior verbal warnings or informal discussions, include when there is a documented history

2. Performance Metrics: Specific KPIs or metrics, include when performance can be quantitatively measured

3. Training Requirements: Specific training or development needs, include when skill gaps are identified

4. HR Policy References: References to relevant company policies, include when specific policies have been violated

5. Union Representative Notice: Information about union representation rights, include when employee is union member

1. Performance Improvement Plan (PIP): Detailed plan with specific goals, timelines, and success metrics

2. Historical Performance Records: Copies of relevant performance reviews or incident reports

3. Job Description: Current job description highlighting key responsibilities and expected standards

4. Meeting Notes: Documentation of previous performance discussions or coaching sessions

5. Relevant Evidence: Supporting documentation of specific performance issues mentioned in the letter