The Disciplinary Notice is a crucial document in Singapore's employment framework, used when formal action is required to address workplace misconduct, policy violations, or performance issues. It must align with Singapore's Employment Act and related legislation, including the Tripartite Guidelines on Fair Employment Practices. The document serves multiple purposes: documenting the incident, communicating expectations for improvement, and establishing a formal record for potential future actions. A properly structured Disciplinary Notice is essential for legal compliance and can protect both employer and employee rights in case of future disputes.
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1. Employee Information: Full name, employee ID, position, department
2. Date and Location: Date of notice and location of incident/issue
3. Description of Violation: Clear statement of the misconduct or policy violation
4. Reference to Previous Warnings: Details of any previous related warnings or disciplinary actions
5. Required Corrective Action: Specific actions the employee must take to address the issue
6. Consequences: Clear statement of consequences if behavior continues
1. Performance Improvement Plan: Detailed plan for improvement, used when issue relates to performance
2. Union Representative Information: Details of union involvement when employee is unionized
3. Investigation Details: Summary of investigation process and findings for serious misconduct cases
1. Evidence Documentation: Supporting documents, witness statements, or other evidence
2. Relevant Company Policies: Copies of specific policies violated
3. Employee Response Form: Form for employee to acknowledge receipt and provide response
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