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Warning Letter For Disciplinary Action

Warning Letter For Disciplinary Action Template for New Zealand

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Key Requirements PROMPT example:

Warning Letter For Disciplinary Action

"I need a Warning Letter for Disciplinary Action for a retail employee who has been consistently late to work for the past month, with specific reference to our attendance policy and previous verbal warnings - this would be their first written warning."

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Document background
A Warning Letter For Disciplinary Action is a crucial document in New Zealand's employment relations framework, used when formal action is required to address employee misconduct, underperformance, or policy breaches. The document must comply with the Employment Relations Act 2000 and follow principles of natural justice and good faith. It serves multiple purposes: documenting the issue, communicating expectations, setting improvement targets, and establishing a formal record for potential future actions. The letter should be issued after a fair investigation and discussion with the employee, typically following verbal warnings or informal discussions. It forms part of progressive discipline and may be referenced if further disciplinary action becomes necessary.
Suggested Sections

1. Letter Header: Company letterhead, date, employee's name and contact details

2. Subject Line: Clear indication that this is a formal warning letter

3. Incident Details: Specific description of the misconduct or performance issue, including dates, times, and locations

4. Policy Reference: Reference to relevant company policies, procedures, or employment agreement terms that have been breached

5. Impact Statement: Explanation of how the behavior affects the workplace, colleagues, or business operations

6. Expected Standards: Clear statement of the expected behavior or performance standards

7. Improvement Plan: Specific actions required to address the issue and timeline for improvement

8. Consequences: Clear statement of what will happen if the behavior continues or standards are not met

9. Support Available: Information about any support, training, or resources available to help the employee improve

10. Signature Block: Space for manager's signature and employee acknowledgment

Optional Sections

1. Previous Warnings: Reference to any previous warnings or discussions about the issue - include when this is not the first warning

2. Investigation Findings: Summary of any formal investigation findings - include when an investigation has been conducted

3. Union Representative: Reference to union involvement or representation - include when the employee is union-represented

4. Performance Metrics: Specific performance data or metrics - include for performance-related warnings

5. Health and Safety Impact: Specific references to H&S implications - include when the misconduct relates to safety violations

6. Regulatory Compliance: Reference to regulatory or licensing requirements - include when professional standards are involved

Suggested Schedules

1. Evidence Documentation: Copies of relevant evidence supporting the warning (e.g., incident reports, witness statements, CCTV footage descriptions)

2. Performance Data: Charts, statistics, or other data showing performance issues when relevant

3. Relevant Policies: Copies of specific workplace policies or procedures that have been breached

4. Improvement Plan Template: Detailed template or form for documenting specific improvement actions and timelines

5. Meeting Minutes: Notes from any disciplinary meetings or discussions related to the warning

Authors

Alex Denne

Head of Growth (Open Source Law) @ ºÚÁÏÊÓƵ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions




















Clauses




















Relevant Industries

Healthcare

Education

Manufacturing

Retail

Financial Services

Technology

Construction

Hospitality

Professional Services

Transportation

Public Sector

Mining

Agriculture

Telecommunications

Energy

Relevant Teams

Human Resources

Legal

Operations

Management

Employee Relations

People & Culture

Compliance

Industrial Relations

Administration

Corporate Services

Relevant Roles

HR Manager

HR Business Partner

Human Resources Director

Department Manager

Line Manager

Supervisor

Team Leader

General Manager

Operations Manager

Chief Human Resources Officer

Employee Relations Manager

Performance Manager

Department Head

Regional Manager

Branch Manager

Industries






Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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