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The Gross Misconduct Warning Letter is a critical human resources document used in Canadian workplaces when an employee has committed a serious breach of company policy, professional conduct, or trust. This formal communication serves multiple purposes: it documents the specific incident(s) of misconduct, establishes the employer's position, outlines expected behavioral changes, and warns of potential consequences including termination. The letter must comply with Canadian federal labor laws and provincial employment standards, ensuring procedural fairness and proper documentation. It's typically issued after a formal investigation and disciplinary meeting, and forms part of progressive discipline documentation. The letter should be specific enough to detail the misconduct while maintaining professional language and clarity about expectations and consequences.

1. Letter Header: Company letterhead, date, and formal addressing of the employee including their name, position, and employee ID

2. Subject Line: Clear indication that this is a Formal Gross Misconduct Warning Letter

3. Incident Details: Specific details of the misconduct including date, time, location, and nature of the incident

4. Policy Violation: Reference to specific company policies, procedures, or standards that were violated

5. Impact Statement: Description of how the misconduct has affected the workplace, colleagues, or business operations

6. Previous Warnings: Reference to any previous warnings or disciplinary actions if applicable

7. Consequences: Clear statement of immediate consequences and potential future consequences if behavior continues

8. Expected Behavior: Clear outline of expected conduct and improvements required

9. Support and Resources: Information about available support or resources to help address the behavior

10. Timeline for Improvement: Specific timeframe for required improvements and review period

11. Acknowledgment: Space for employee signature acknowledging receipt and understanding of the warning