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Gross Misconduct Dismissal Letter

Gross Misconduct Dismissal Letter Template for Saudi Arabia

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Key Requirements PROMPT example:

Gross Misconduct Dismissal Letter

"I need a Gross Misconduct Dismissal Letter under Saudi Labor Law for immediate termination of a senior manager who was found sharing confidential client data with competitors; the letter should include strong confidentiality and non-compete clauses."

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Document background
The Gross Misconduct Dismissal Letter is a crucial document used in Saudi Arabia when terminating an employee's employment immediately due to serious misconduct under Article 80 of the Saudi Labor Law. This document serves as official written confirmation of the termination decision and must meet specific legal requirements under Saudi jurisdiction. It should be used when an employee has committed an act of gross misconduct that makes continued employment untenable, such as dishonesty, violence, serious insubordination, or other actions outlined in Article 80. The letter must detail the specific misconduct, reference the investigation process, and clearly state the termination decision while ensuring compliance with local labor laws. It's essential for protecting the employer's legal position and maintaining proper documentation of the termination process in accordance with Saudi employment regulations.
Suggested Sections

1. Letter Header and Date: Company letterhead, current date, and reference number

2. Employee Details: Full name, employee ID, position, and department of the employee

3. Subject Line: Clear indication that this is a termination letter for gross misconduct

4. Incident Description: Detailed description of the misconduct incident(s), including dates, times, and specific behaviors

5. Legal Basis: Reference to relevant provisions of Saudi Labor Law, particularly Article 80, justifying immediate termination

6. Prior Warnings/Investigation: Summary of any prior warnings, investigations conducted, and the employee's opportunity to respond

7. Termination Decision: Clear statement of immediate termination and its effective date

8. Final Settlement: Information about final settlement, excluding end-of-service benefits due to gross misconduct

9. Company Property: Instructions regarding return of company property and access cancellation

10. Signature Block: Authorized signatory details and space for signature

Optional Sections

1. Non-Compete Reminder: Include if the employee was subject to non-compete restrictions that survive termination

2. Confidentiality Obligations: Include if there are specific confidentiality agreements that continue post-employment

3. Appeal Process: Optional information about internal appeal procedures, if company policy allows

4. Witness Statement Reference: Include if there are witness statements supporting the misconduct allegations

5. Previous Disciplinary History: Include if there is relevant disciplinary history that supports the decision

Suggested Schedules

1. Investigation Report Summary: Summary of the investigation findings and evidence collected

2. Employee Statement: Copy of any statement or response provided by the employee during the investigation

3. Relevant CCTV/Evidence: References to any physical or electronic evidence supporting the misconduct claim

4. Final Settlement Calculation: Detailed breakdown of final payment calculations

5. Company Property Checklist: List of company property to be returned and access rights to be terminated

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Banking & Financial Services

Manufacturing

Healthcare

Retail

Technology

Construction

Education

Oil & Gas

Telecommunications

Professional Services

Hospitality

Transportation & Logistics

Real Estate

Public Sector

Mining

Relevant Teams

Human Resources

Legal

Compliance

Senior Management

Administration

Employee Relations

Risk Management

Corporate Governance

Operations

Relevant Roles

HR Director

HR Manager

Legal Counsel

Compliance Officer

Department Manager

Operations Director

Chief Executive Officer

Managing Director

Regional Manager

Administrative Manager

HR Business Partner

Employee Relations Manager

Legal Director

Risk Manager

Company Secretary

Industries
Saudi Labor Law (Royal Decree No. M/51): The primary legislation governing employment relationships in Saudi Arabia, including grounds for termination and procedural requirements
Article 80 of the Saudi Labor Law: Specific provision listing circumstances constituting gross misconduct that justify immediate termination without notice or benefits
Article 72 of the Saudi Labor Law: Outlines the mandatory written notice requirements and documentation in termination cases
Article 64 of the Saudi Labor Law: Covers the disciplinary rules and procedures that must be followed before termination
Article 71 of the Saudi Labor Law: Details the employee's right to defend against allegations before termination decision
Ministerial Resolution No. 1982 dated 28/6/1437H: Implementing regulations providing detailed guidance on disciplinary procedures and documentation requirements
Article 88 of the Saudi Labor Law: Governs the employee's right to object to termination and the time limits for such objections
Article 111 of the Saudi Labor Law: Addresses final settlement of dues and payment obligations upon termination
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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