A Warning Letter To Employee is a crucial HR document used in Singapore when formal disciplinary action is required. It serves as an official record of employee misconduct, performance issues, or policy violations, providing clear documentation that may be necessary for future reference or legal proceedings. The document must align with Singapore's Employment Act and Tripartite Guidelines, typically issued after verbal warnings or when immediate written documentation is necessary. It includes specific details about the incident(s), references to company policies, required improvements, and potential consequences of non-compliance.
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1. Letter Header: Company letterhead, date, reference number, and confidentiality statement
2. Employee Details: Full name, position, department, and employee ID
3. Subject Line: Clear indication that this is a warning letter
4. Incident Details: Specific description of the misconduct or performance issue with dates
5. Policy Reference: Reference to relevant company policies that were violated
6. Required Improvements: Clear expectations for improvement and timeline
7. Consequences: Statement of potential consequences if no improvement
1. Previous Warnings: Reference to previous warnings if this is not the first warning
2. Performance Improvement Plan: Detailed plan for improvement when dealing with performance-related issues
3. Counselling Details: Reference to counselling sessions or support offered when employee support services are being provided
1. Acknowledgment Form: Form for employee to acknowledge receipt of warning letter
2. Incident Reports: Supporting documentation of the incident(s)
3. Relevant Company Policies: Copies of specific policies referenced in the warning
4. Performance Data: Performance metrics or records relevant to the warning
Relevant legal definitions
Clauses
Incident Description
Misconduct Details
Policy Violation
Performance Standards
Expected Behavior
Corrective Actions
Timeline for Improvement
Consequences
Previous Warnings
Disciplinary History
Company Policy Reference
Improvement Requirements
Review Period
Monitoring Arrangements
Acknowledgment
Right to Appeal
Confidentiality
Record Keeping
Support Measures
Next Steps
Misconduct Details
Policy Violation
Performance Standards
Expected Behavior
Corrective Actions
Timeline for Improvement
Consequences
Previous Warnings
Disciplinary History
Company Policy Reference
Improvement Requirements
Review Period
Monitoring Arrangements
Acknowledgment
Right to Appeal
Confidentiality
Record Keeping
Support Measures
Next Steps
Relevant Industries
Relevant Teams
Relevant Roles
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