The Termination Letter To Employee For Unacceptable Behaviour is a crucial document used in Saudi Arabia when an employer needs to formally end an employment relationship due to serious misconduct or repeated violations of company policies. This document must strictly adhere to Saudi Labor Law requirements, particularly Articles 80 and 81, which govern employment termination. The letter serves multiple purposes: it formally documents the termination decision, outlines specific instances of unacceptable behavior, references any prior warnings or disciplinary actions, and provides information about final settlements. The document should be drafted with careful attention to detail, as it may be required as evidence in case of labor disputes before the Saudi Labor Courts. It should include all necessary supporting documentation and be written in both Arabic and English when dealing with non-Arabic speaking employees.
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1. Letter Header: Company letterhead, date, reference number, and formal addressing of the employee with full name and employee ID
2. Subject Line: Clear indication that this is a termination letter
3. Opening Statement: Reference to employment details including position, department, and start date
4. Grounds for Termination: Clear description of the unacceptable behavior(s) that led to termination, with specific incidents and dates
5. Legal Basis: Reference to relevant articles of Saudi Labor Law and company policies that justify the termination
6. Termination Decision: Explicit statement of employment termination and effective date
7. Final Settlement: Information about final settlement, including salary, end-of-service benefits (if applicable), and other entitlements
8. Company Property: Request for return of company property and cancellation of access rights
9. Closing: Formal closing statement, signature block for authorized signatory
1. Previous Warnings: Include when there have been documented warnings or disciplinary actions prior to termination
2. Non-Compete Reminder: Include if the employee's contract contains non-compete clauses that remain in effect
3. Exit Interview: Include if company policy requires an exit interview process
4. Handover Instructions: Include if the employee needs to hand over specific projects or responsibilities
5. Notice Period Waiver: Include if the company is waiving the notice period due to the severity of the behavior
1. Previous Warning Letters: Copies of any previous warning letters or disciplinary action documentation
2. Incident Reports: Detailed reports of the unacceptable behavior incidents
3. Witness Statements: If applicable, statements from witnesses to the unacceptable behavior
4. Investigation Report: Summary of any internal investigation conducted regarding the behavior
5. Final Settlement Calculation: Detailed breakdown of final payment calculations
6. Company Property Checklist: List of company items to be returned and access rights to be terminated
Relevant legal definitions
Company
Employee
Employment Agreement
Effective Date of Termination
Unacceptable Behavior
Gross Misconduct
Company Policies
Saudi Labor Law
Notice Period
Final Settlement
End of Service Benefits
Confidential Information
Company Property
Disciplinary Policy
Warning Letter
Exit Procedures
Handover Process
Non-Compete Obligations
Restricted Activities
Working Day
Employee
Employment Agreement
Effective Date of Termination
Unacceptable Behavior
Gross Misconduct
Company Policies
Saudi Labor Law
Notice Period
Final Settlement
End of Service Benefits
Confidential Information
Company Property
Disciplinary Policy
Warning Letter
Exit Procedures
Handover Process
Non-Compete Obligations
Restricted Activities
Working Day
Clauses
Termination Notice
Grounds for Termination
Prior Warnings
Legal Authority
Final Settlement
Company Property Return
Confidentiality
Non-Compete
Post-Employment Obligations
Handover Requirements
Exit Procedures
Final Payments
Benefits Termination
Access Revocation
Documentation Requirements
Legal Rights Reservation
Acknowledgment
Grounds for Termination
Prior Warnings
Legal Authority
Final Settlement
Company Property Return
Confidentiality
Non-Compete
Post-Employment Obligations
Handover Requirements
Exit Procedures
Final Payments
Benefits Termination
Access Revocation
Documentation Requirements
Legal Rights Reservation
Acknowledgment
Relevant Industries
Banking & Financial Services
Healthcare
Manufacturing
Retail
Technology
Education
Construction
Oil & Gas
Professional Services
Hospitality
Telecommunications
Transportation & Logistics
Real Estate
Government & Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Administration
Employee Relations
Risk Management
Relevant Roles
HR Manager
HR Director
Legal Counsel
Compliance Officer
Department Manager
Line Manager
Chief Human Resources Officer
Employee Relations Manager
HR Business Partner
General Manager
Chief Executive Officer
Operations Manager
Administrative Manager
Regional Manager
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