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Employee Discipline Warning Notice

Employee Discipline Warning Notice Template for Australia

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Key Requirements PROMPT example:

Employee Discipline Warning Notice

"I need an Employee Discipline Warning Notice for a retail employee who has had three instances of tardiness in January 2025, with clear performance improvement targets and a 30-day review period."

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Document background
The Employee Discipline Warning Notice is a crucial document in Australian workplace relations, designed to formally address and document employee misconduct, performance issues, or policy violations. It serves as a formal communication tool between employers and employees, providing clear documentation of workplace issues and establishing a record of progressive discipline. This document must align with Australian employment legislation, particularly the Fair Work Act 2009, and demonstrate procedural fairness in handling workplace disputes. The notice typically includes specific details about the incident or behavior in question, expected improvements, timeframes for compliance, and potential consequences of non-compliance. It's an essential tool in performance management and can be critical evidence in unfair dismissal cases or other workplace disputes.
Suggested Sections

1. Header Information: Company letterhead, date, document title, and reference number

2. Employee Details: Full name, position, department, employee ID, and length of employment

3. Manager/Supervisor Details: Name and position of the person issuing the warning

4. Nature of Warning: Clear statement indicating this is a formal warning and its level (first, second, final)

5. Description of Incident/Issue: Detailed account of the specific behavior, performance issue, or policy violation, including dates and specific examples

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

7. Expected Behavior/Performance: Clear outline of the required improvements or changes in behavior

8. Timeline for Improvement: Specific timeframe for achieving the required improvements

9. Consequences: Clear statement of what will happen if behavior doesn't improve (e.g., further disciplinary action, termination)

10. Support/Resources: Description of any support, training, or resources being offered to help the employee improve

11. Acknowledgment: Space for signatures of all parties and date, confirming receipt of the warning

Optional Sections

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

2. Performance Improvement Plan: Detailed improvement plan with specific goals and metrics - include for serious performance issues

3. Union Representative: Space for union representative details and signature - include if employee is union member

4. HR Review Statement: Confirmation of HR review and approval - include for serious violations or potential termination cases

5. Employee Response: Space for employee to provide written response to the warning - include when company policy allows this

6. Workplace Investigation Details: Summary of any workplace investigation conducted - include when formal investigation preceded the warning

Suggested Schedules

1. Evidence of Incident: Copies of relevant documentation, emails, witness statements, or other evidence supporting the warning

2. Relevant Policies: Copies or excerpts of workplace policies that have been violated

3. Performance Data: Charts, reports, or statistics demonstrating performance issues

4. Previous Warning Records: Copies of previous warning notices or disciplinary documentation

5. Performance Improvement Plan Template: Detailed template for tracking improvement goals and progress

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok³ÉÈË°æ | 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

Mining

Hospitality

Professional Services

Transport and Logistics

Public Sector

Non-profit

Agriculture

Telecommunications

Relevant Teams

Human Resources

Legal

Compliance

Senior Management

Operations

Employee Relations

Industrial Relations

People and Culture

Management

Administration

Relevant Roles

Human Resources Manager

HR Business Partner

Department Manager

Line Supervisor

Team Leader

Operations Manager

General Manager

Chief Human Resources Officer

Employee Relations Specialist

HR Director

Compliance Officer

Legal Counsel

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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