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Disciplinary Notice

Disciplinary Notice Template for New Zealand

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Key Requirements PROMPT example:

Disciplinary Notice

"I need a Disciplinary Notice for a retail employee who has consistently failed to meet sales targets over the past three months, with a performance improvement plan to be reviewed by March 2025."

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Document background
The Disciplinary Notice is a crucial document in New Zealand's employment framework, used when formal action is required to address workplace misconduct or performance issues. It forms part of the progressive discipline process and must comply with the Employment Relations Act 2000 and principles of natural justice. A Disciplinary Notice should be issued after informal attempts to resolve issues have been unsuccessful, or when the severity of the situation warrants immediate formal action. The document typically follows a disciplinary meeting and includes specific details about the issue, expected improvements, timeframes, and potential consequences. It serves both as a warning and a developmental tool, aimed at correcting behavior while protecting both employer and employee interests within New Zealand's legal framework.
Suggested Sections

1. Employee Details: Full name, position, department, and employee ID of the person receiving the notice

2. Date and Location: Date of issue and location/branch where the employee works

3. Nature of Disciplinary Issue: Clear description of the misconduct or performance issue, including specific incidents, dates, and examples

4. Previous Discussions/Warnings: Summary of any prior verbal discussions or written warnings related to this issue

5. Expected Standards: Clear outline of the expected behavior or performance standards required

6. Improvement Actions: Specific actions required from the employee to address the issue

7. Timeframe: Clear timeline for expected improvement and review period

8. Consequences: Potential consequences if the required improvements are not made

9. Support Available: Details of any support, training, or resources being offered to help address the issue

Optional Sections

1. Investigation Findings: Include when the disciplinary notice follows a formal investigation process

2. Right to Union Representation: Include when the employee is a union member or when union involvement is relevant

3. Performance Improvement Plan: Include for performance-related issues requiring detailed improvement steps

4. Health and Safety Implications: Include when the disciplinary issue involves workplace safety violations

5. Final Warning Statement: Include when this is a final warning before termination

Suggested Schedules

1. Evidence of Misconduct/Poor Performance: Copies of relevant documentation, emails, reports, or witness statements supporting the disciplinary action

2. Performance Metrics: Relevant performance data or statistics for performance-related issues

3. Meeting Notes: Notes from previous discussions or meetings regarding the issue

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

5. Improvement Plan Template: Structured template for tracking required improvements and timeline

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

Retail

Manufacturing

Healthcare

Education

Financial Services

Technology

Construction

Hospitality

Professional Services

Public Sector

Transportation

Agriculture

Mining

Telecommunications

Non-profit

Relevant Teams

Human Resources

Legal

Operations

Management

Employee Relations

Compliance

Industrial Relations

People & Culture

Leadership

Administration

Relevant Roles

Human Resources Manager

HR Business Partner

Department Manager

Supervisor

Team Leader

Operations Manager

General Manager

CEO

Branch Manager

Regional Manager

Plant Manager

Store Manager

Project Manager

Department Head

Chief Operating Officer

HR Director

Employee Relations 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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