The Termination Letter To Employee For Unacceptable Behaviour is a crucial document used in Pakistani employment contexts when an employer needs to formally end employment due to employee misconduct or inappropriate behavior. It must comply with Pakistani labor laws, particularly the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 and relevant provincial regulations. This document is typically issued after documented instances of misconduct, following proper disciplinary procedures and warnings. It should detail the specific grounds for termination, reference previous warnings or improvement notices, outline final settlement terms, and specify post-employment obligations. The letter serves both as a formal communication of termination and as a legal document that may be required in case of future disputes or legal proceedings.
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1. Letter Header: Company letterhead, date, reference number, and formal address to the employee including their name, designation, and employee ID
2. Subject Line: Clear indication that this is a termination letter
3. Reference to Previous Communications: Mention of prior warnings, disciplinary meetings, or improvement notices issued to the employee
4. Statement of Termination: Clear statement of employment termination, effective date, and reference to specific unacceptable behavior
5. Grounds for Termination: Detailed description of the unacceptable behavior with specific incidents, dates, and violation of company policies
6. Legal Basis: Reference to relevant company policies, employment contract clauses, and applicable labor laws justifying the termination
7. Final Settlement Information: Details about final salary, outstanding dues, and method of payment
8. Company Property Return: List of company assets to be returned and deadline for return
9. Closure: Professional closing statement with signature block for authorized company representative
1. Severance Package: Include when offering severance pay or benefits beyond legal requirements
2. Non-Compete/Confidentiality Reminder: Include when employee has access to sensitive information or existing non-compete agreements
3. Appeal Process: Include when company policy or local laws require providing information about grievance procedures
4. Certificate of Service: Include when required by local law or when employee has requested one
5. Handover Instructions: Include when employee has ongoing projects or responsibilities requiring formal handover
6. References Policy: Include when specifying company policy regarding future employment references
1. Record of Incidents: Chronological list of incidents, warnings, and disciplinary actions taken
2. Final Settlement Calculation: Detailed breakdown of final payment including salary, benefits, and deductions
3. Company Property Checklist: Itemized list of company assets to be returned
4. Previous Warning Letters: Copies of all formal warnings or improvement notices issued
5. Relevant Company Policies: Excerpts from employee handbook or policies related to the termination grounds
Relevant legal definitions
Company
Employee
Effective Date
Final Settlement
Company Property
Misconduct
Gross Misconduct
Notice Period
Confidential Information
Employment Contract
Company Policies
Final Dues
Severance Pay
Termination Date
Outstanding Obligations
Disciplinary Action
Warning Notice
Code of Conduct
Return Date
Handover Process
Employee
Effective Date
Final Settlement
Company Property
Misconduct
Gross Misconduct
Notice Period
Confidential Information
Employment Contract
Company Policies
Final Dues
Severance Pay
Termination Date
Outstanding Obligations
Disciplinary Action
Warning Notice
Code of Conduct
Return Date
Handover Process
Clauses
Termination Statement
Grounds for Termination
Notice Period
Final Settlement
Company Property Return
Confidentiality
Non-Disclosure
Non-Disparagement
Post-Employment Obligations
Final Payment Terms
Handover Requirements
Legal Compliance
Previous Warnings Reference
Right to Appeal
Benefits Cessation
Reference Policy
Full and Final Settlement
Intellectual Property Rights
Non-Compete Obligations
Company Access Termination
Grounds for Termination
Notice Period
Final Settlement
Company Property Return
Confidentiality
Non-Disclosure
Non-Disparagement
Post-Employment Obligations
Final Payment Terms
Handover Requirements
Legal Compliance
Previous Warnings Reference
Right to Appeal
Benefits Cessation
Reference Policy
Full and Final Settlement
Intellectual Property Rights
Non-Compete Obligations
Company Access Termination
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail
Healthcare
Education
Telecommunications
Construction
Professional Services
Hospitality
Transport and Logistics
Energy and Utilities
Public Sector
Non-Profit Organizations
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Employee Relations
Corporate Secretariat
Administration
Department Management
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
Department Manager
Line Supervisor
Company Secretary
Chief Human Resources Officer
Employee Relations Manager
HR Business Partner
Compliance Officer
Managing Director
Chief Executive Officer
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