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Employee Notice Of Discipline Template for New Zealand

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Key Requirements PROMPT example:

Employee Notice Of Discipline

"I need an Employee Notice of Discipline for a retail staff member who has repeatedly violated our customer service protocols and arrived late for shifts, following two verbal warnings; the document should incorporate our company's three-strike policy and outline specific performance improvements required."

Document background
The Employee Notice of Discipline is a crucial document in New Zealand's employment framework, used when formal disciplinary action is required to address workplace conduct, performance, or behavior issues. It forms part of the progressive discipline process and must comply with the Employment Relations Act 2000 and related employment legislation. The notice serves multiple purposes: documenting the specific concerns, communicating expected standards, outlining consequences, and providing a clear path for improvement. It's essential for maintaining proper documentation of disciplinary procedures and protecting both employer and employee interests. The document should be issued following appropriate investigations and discussions, and typically after verbal warnings unless the severity of the issue warrants immediate written notification.
Suggested Sections

1. Header Information: Company letterhead, date, document reference number, and classification as 'Private and Confidential'

2. Recipient Details: Employee's full name, position title, and department

3. Subject Line: Clear indication that this is a disciplinary notice

4. Introduction: Reference to any previous discussions, meetings or warnings, and the purpose of the notice

5. Details of Misconduct/Performance Issues: Specific description of the incident(s) or concerns, including dates, times, and relevant details

6. Impact Statement: Explanation of how the behavior/performance has affected the workplace, team, or business

7. Policy Breaches: Reference to specific workplace policies, procedures, or employment agreement terms that have been breached

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

9. Disciplinary Action: Details of the specific disciplinary action being taken

10. Required Improvements: Specific actions or changes required from the employee

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

12. Next Steps: Timeline for improvement and consequences of further breaches

13. Signature Block: Manager's name, position, and signature

Optional Sections

1. Right of Representation: To be included when the employee hasn't yet been reminded of their right to seek union or other representation

2. Investigation Findings: To be included when the disciplinary action follows a formal investigation

3. Performance Improvement Plan Reference: To be included when a formal PIP is being implemented alongside the disciplinary notice

4. Previous Warnings: To be included when there have been previous formal warnings that are relevant to this disciplinary action

5. Appeal Process: To be included when company policy provides for a formal appeal process

6. Employee Assistance Program: To be included when the organization offers an EAP that might be relevant to the situation

Suggested Schedules

1. Evidence Documentation: Copies of relevant evidence supporting the disciplinary action (e.g., incident reports, witness statements, performance data)

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

3. Performance Improvement Plan: Detailed plan outlining specific improvements required, timelines, and support measures

4. Meeting Minutes: Records of any disciplinary meetings that preceded this notice

5. Previous Warnings: Copies of any previous warning letters referenced in the notice

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok³ÉÈ˰æ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Relevant legal definitions
























Clauses




















Relevant Industries

Healthcare

Education

Manufacturing

Retail

Professional Services

Financial Services

Technology

Construction

Hospitality

Transportation

Public Sector

Non-profit

Mining

Agriculture

Telecommunications

Relevant Teams

Human Resources

People and Culture

Employee Relations

Legal

Compliance

Operations

Senior Management

People Operations

Industrial Relations

Workplace Relations

Relevant Roles

Human Resources Director

HR Manager

HR Business Partner

Employee Relations Manager

People Operations Manager

Department Manager

Line Manager

Supervisor

Team Leader

General Manager

Operations Manager

Chief Human Resources Officer

HR Coordinator

People and Culture Manager

Workplace 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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