The Letter of Warning to Employee for Poor Performance is a crucial document in the U.S. employment context, typically used when informal performance discussions have not resulted in necessary improvements. This document serves multiple purposes: it formally documents performance issues, provides clear expectations for improvement, and creates a paper trail for potential future disciplinary actions. The letter must comply with federal employment laws, including Title VII, ADA, and ADEA, as well as state-specific employment regulations. It's commonly used as part of a progressive discipline process and should include specific examples of performance issues, clear improvement expectations, and reasonable timeframes for correction.
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1. Letter Date and Employee Information: Date of warning and employee's full name, position, and department
2. Purpose Statement: Clear statement that this is a formal warning for poor performance
3. Performance Issues: Specific examples of poor performance with dates and incidents
4. Previous Discussions: Reference to any prior verbal warnings or performance discussions
5. Expected Improvements: Clear outline of required performance improvements
6. Timeline: Specific timeframe for implementing improvements
7. Consequences: Statement of potential consequences if performance doesn't improve
1. Support Resources: Available resources to help employee improve performance, used when company provides specific support programs
2. Performance Improvement Plan: Detailed plan with specific goals and metrics, used for serious performance issues requiring structured improvement
3. Follow-up Meeting Schedule: Scheduled check-in dates, used when regular monitoring is required
1. Performance Records: Copies of relevant performance evaluations or incident reports
2. Performance Metrics: Specific data showing performance shortfalls
3. Employee Acknowledgment Form: Form for employee to sign acknowledging receipt of warning
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