The Complaint Letter About Employee Attitude is a crucial document in New Zealand's workplace documentation system, designed to formally address behavioral issues in a professional environment. This document type is typically used when informal attempts to resolve attitude problems have been unsuccessful, or when the behavior is serious enough to warrant immediate formal documentation. It must comply with New Zealand employment law, including the Employment Relations Act 2000, Human Rights Act 1993, and Privacy Act 2020. The letter should be factual and specific, including dates, times, and examples of problematic behavior, while maintaining professionalism and avoiding emotional language. It serves multiple purposes: documenting the issue, initiating formal proceedings if necessary, protecting the organization legally, and creating a clear record of concerns and requested actions.
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1. Sender's Details: Full name, position, department, and contact information of the person making the complaint
2. Recipient's Details: Name, position, and department of the person to whom the complaint is addressed (typically HR manager or direct supervisor)
3. Subject Line: Clear identification that this is a formal complaint about employee attitude
4. Introduction: Brief statement identifying the employee whose attitude is of concern and your relationship to them
5. Specific Incidents: Detailed description of specific incidents with dates, times, locations, and any witnesses present
6. Impact Statement: Description of how the employee's attitude affects the workplace, productivity, or other employees
7. Previous Actions Taken: Documentation of any informal attempts to address the issue or previous related incidents
8. Requested Action: Clear statement of what action or resolution you are seeking
1. Workplace Policy References: References to specific workplace policies or codes of conduct that have been violated, if applicable
2. Witness Statements: If other employees have witnessed the behavior and are willing to provide statements
3. Health and Safety Concerns: If the attitude issues have created any health or safety risks in the workplace
4. Union Representative Details: If the complainant or subject employee is union-represented and union involvement is relevant
5. Confidentiality Statement: Statement requesting confidential handling of the complaint if sensitive information is included
1. Record of Incidents Log: Detailed chronological log of all relevant incidents with dates, times, and descriptions
2. Email Communications: Copies of relevant email exchanges demonstrating the attitude issues
3. Witness Statements Documentation: Written statements from witnesses who observed the behavior
4. Previous Performance Reviews: Relevant excerpts from performance reviews that may have addressed attitude concerns
5. Meeting Notes: Notes from any previous meetings where the attitude issues were discussed
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