The End Of Probation Termination Letter is a crucial document in New Zealand employment practice, used when an employer decides not to continue employment beyond the probationary period. This document must comply with New Zealand's Employment Relations Act 2000 and related employment legislation, ensuring fair treatment and good faith dealings. It's typically used when an employee has not met the required performance standards or expectations during their probationary period, which must have been clearly communicated and documented. The letter should include specific details about the termination decision, notice period, final pay calculations, and return of company property. In the New Zealand context, even during probation, employers must follow proper processes and provide valid reasons for termination to avoid potential personal grievance claims.
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1. Letter Header: Company letterhead, date, reference number, and employee's contact details
2. Subject Line: Clear indication that this is regarding end of probation termination
3. Formal Notification: Clear statement of the decision to terminate employment at the end of probation period
4. Reasoning: Brief explanation of why the employee did not successfully complete the probation period
5. End Date and Notice Period: Specific details about the last day of employment and any notice period requirements
6. Final Pay Information: Details about final salary, holiday pay, and other entitlements
7. Company Property: Instructions regarding return of company property
8. Closure: Professional closing statement, signature block, and company representative details
1. Performance Review Summary: Include when formal performance reviews were conducted during probation
2. Alternative Role Offers: Include if any alternative positions within the company are being offered
3. Reference Provision: Include if the company is willing to provide a reference
4. Confidentiality Reminder: Include if there are specific confidentiality obligations post-employment
5. Grievance Process: Include if company policy or employment agreement requires mentioning grievance procedures
6. Garden Leave: Include if employee is being placed on garden leave during notice period
1. Performance Review Documentation: Copies of formal performance reviews or assessments conducted during probation
2. Final Pay Calculation: Detailed breakdown of final payment including holiday pay and other entitlements
3. Company Property Checklist: List of company items to be returned
4. Exit Procedure Checklist: Step-by-step guide for completing the exit process
Relevant legal definitions
Clauses
Termination Notice
Notice Period
Final Pay
Return of Property
Confidentiality
Non-Disclosure
Intellectual Property
Post-Employment Obligations
Holiday Pay
Outstanding Expenses
Company Property
Exit Procedures
Reference Provision
Grievance Rights
Full and Final Settlement
Garden Leave
Ongoing Obligations
Non-Disparagement
Notice Period
Final Pay
Return of Property
Confidentiality
Non-Disclosure
Intellectual Property
Post-Employment Obligations
Holiday Pay
Outstanding Expenses
Company Property
Exit Procedures
Reference Provision
Grievance Rights
Full and Final Settlement
Garden Leave
Ongoing Obligations
Non-Disparagement
Relevant Industries
Technology
Healthcare
Financial Services
Retail
Manufacturing
Education
Professional Services
Construction
Hospitality
Public Sector
Non-Profit
Transportation
Agriculture
Mining
Real Estate
Relevant Teams
Human Resources
Legal
People Operations
Employee Relations
Senior Management
Administration
Compliance
Corporate Services
Relevant Roles
HR Manager
HR Director
People Operations Manager
Employment Relations Manager
HR Business Partner
Legal Counsel
Department Manager
Line Manager
General Manager
Chief Human Resources Officer
HR Administrator
HR Coordinator
Company Secretary
Managing Director
CEO
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