The Letter of Dismissal For Poor Performance is a crucial document in Danish employment relations, used when an employer needs to terminate an employee's contract due to documented performance issues. It must be drafted in accordance with Danish employment law, particularly the Funktionærloven and related legislation, which provides significant employee protections and requires clear documentation of performance issues. The letter should only be used after proper performance management procedures have been followed, including formal warnings and opportunities for improvement. It must contain specific references to performance issues, previous warnings, notice periods, and final settlement details. This document is particularly important as Danish law requires employers to have valid and well-documented reasons for termination, with poor performance being one such reason when properly evidenced.
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Key Requirements PROMPT example:
Letter Of Dismissal For Poor Performance
I need a Letter of Dismissal for Poor Performance for a software developer in our IT company who has consistently failed to meet project deadlines and quality standards despite two formal warnings, with the termination to take effect from March 15, 2025.
1. Header and Date: Company letterhead, current date, and reference number if applicable
2. Employee Information: Full name, position, and employee ID of the recipient
3. Subject Line: Clear indication that this is a notice of termination
4. Termination Statement: Clear and unambiguous statement of employment termination
5. Performance Issues: Specific, documented instances of poor performance and previous warnings
6. Notice Period: Specification of notice period as per employment contract and Danish law
7. Final Working Day: Clear statement of the last day of employment
8. Handover Requirements: Instructions for handover of work, company property, and ongoing projects
9. Final Settlement: Information about final salary, unused vacation pay, and other entitlements
10. Signature Block: Company representative's name, title, and signature
1. Garden Leave: Include if employee is to be placed on garden leave during notice period
2. Non-Compete Reminder: Include if employee is bound by non-compete clauses
3. Outplacement Support: Include if company offers career transition assistance
4. Reference Offer: Include if company is willing to provide employment references
5. Union Representative: Include if employee has right to union representation during process
6. Appeal Process: Include if company has internal appeal procedures
1. Performance Review History: Chronological list of performance reviews and outcomes
2. Warning Letters: Copies of previous formal warnings
3. Performance Improvement Plan: Documentation of PIP and employee's progress
4. Meeting Minutes: Records of performance discussion meetings
5. Handover Checklist: List of items and tasks to be handed over
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Line Manager
Department Head
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