A Final Written Warning Letter is a critical document in Irish employment practice, representing the final formal step in progressive discipline before potential termination. It is typically issued after previous verbal and written warnings have failed to achieve the desired improvement in performance or conduct. The document must be carefully drafted to comply with Irish employment legislation, particularly the Unfair Dismissals Acts 1977-2015 and the Code of Practice on Grievance and Disciplinary Procedures. It should clearly outline the specific issues, reference previous warnings, state required improvements, specify timeframes, and detail potential consequences. The Final Written Warning Letter serves both as a formal notification to the employee and as potential evidence in any future employment tribunal proceedings, making it essential that it follows proper procedures and maintains appropriate documentation.
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1. Letter Header and Date: Company letterhead, date, and formal business letter formatting
2. Employee Information: Full name, position, employee ID, and department of the employee
3. Subject Line: Clear indication that this is a Final Written Warning
4. Previous Warnings Reference: Details of previous verbal and written warnings, including dates and issues
5. Current Incident/Issue: Specific details of the misconduct or performance issue triggering this final warning
6. Impact Statement: Explanation of how the behavior affects the workplace, team, or business
7. Expected Improvements: Clear outline of the required changes in behavior or performance
8. Timeframe: Specific period for improvement and review
9. Consequences: Clear statement of potential consequences if no improvement is shown, including possible termination
10. Support Offered: Details of any support, training, or resources being provided to help improvement
11. Acknowledgment: Space for signatures of both employer and employee, confirming receipt and understanding
1. Performance Improvement Plan Reference: Include when the warning is accompanied by a formal Performance Improvement Plan
2. Union Representative Notice: Include when the employee is entitled to or has requested union representation
3. Appeal Rights: Details of appeal process when company policy or size requires a formal appeal procedure
4. Employee Response: Section for employee's written response or explanation, if company policy allows this
5. External Support Resources: Include when offering access to counseling, training, or other external support services
1. Previous Warning Documents: Copies of previous verbal and written warnings
2. Incident Reports: Any relevant documentation of specific incidents leading to the warning
3. Performance Data: Relevant performance metrics or evidence supporting the need for the warning
4. Company Policies: Relevant excerpts from employee handbook or company policies that were violated
5. Performance Improvement Plan: Detailed plan for improvement if applicable
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