A Final Written Warning Letter is used when previous attempts to address employee performance or conduct issues have been unsuccessful. It represents the final formal step before termination under Singapore's employment framework. The document must detail specific concerns, reference previous warnings, set clear improvement expectations, and specify consequences, all while adhering to Singapore's Employment Act and TAFEP guidelines. This documentation is essential for demonstrating fair employment practices and protecting both employer and employee rights in potential disputes.
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Key Requirements PROMPT example:
Final Written Warning Letter
"Need to draft a Final Written Warning Letter for a sales representative who has consistently missed targets for the past three quarters and already received two verbal warnings, with clear performance metrics that must be achieved by March 2025."
1. Date and Address Block: Current date and employee's full details including position
2. Subject Line: Clear indication this is a Final Written Warning
3. Previous Warnings Reference: Details of prior verbal/written warnings with dates
4. Specific Issues: Clear description of performance issues or misconduct
5. Expected Improvements: Specific actions required from employee
6. Timeframe: Clear timeline for required improvements
7. Consequences: Clear statement of consequences if no improvement
8. Acknowledgment: Space for employee signature and date
1. Support Offered: Details of any training or support available when performance issues are skill-based
2. Review Schedule: Specific review meeting dates when regular monitoring is required
1. Performance Improvement Plan: Detailed plan with specific metrics and timelines
2. Previous Warning Letters: Copies of previous formal warnings
3. Relevant Policies: Company policies related to the issues raised
Authors
Relevant legal definitions
Company
Employee
Effective Date
Previous Warnings
Misconduct
Performance Improvement Plan
Review Period
Improvement Targets
Company Policies
Termination
Gross Misconduct
Warning Period
Disciplinary Action
Professional Conduct
Performance Standards
Line Manager
Human Resources Department
Employment Agreement
Staff Handbook
Code of Conduct
Employee
Effective Date
Previous Warnings
Misconduct
Performance Improvement Plan
Review Period
Improvement Targets
Company Policies
Termination
Gross Misconduct
Warning Period
Disciplinary Action
Professional Conduct
Performance Standards
Line Manager
Human Resources Department
Employment Agreement
Staff Handbook
Code of Conduct
Clauses
Previous Warnings and History
Specific Incidents or Performance Issues
Expected Standards of Conduct
Required Improvements
Timeline for Improvement
Consequences of Non-Compliance
Support and Resources Available
Review Process
Monitoring Arrangements
Acknowledgment and Receipt
Right to Appeal
Confidentiality
Company Policies Reference
Documentation Storage
Disciplinary Process
Performance Metrics
Reporting Requirements
Meeting Schedule
Employee Rights
Next Steps
Specific Incidents or Performance Issues
Expected Standards of Conduct
Required Improvements
Timeline for Improvement
Consequences of Non-Compliance
Support and Resources Available
Review Process
Monitoring Arrangements
Acknowledgment and Receipt
Right to Appeal
Confidentiality
Company Policies Reference
Documentation Storage
Disciplinary Process
Performance Metrics
Reporting Requirements
Meeting Schedule
Employee Rights
Next Steps
Relevant Industries
Relevant Teams
Relevant Roles
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