The Performance Appraisal Grievance Letter is a crucial document in Pakistani employment contexts, used when an employee formally challenges the outcome or process of their performance evaluation. This document becomes necessary when informal discussions have not resolved the concerns, or when an employee believes their appraisal was conducted unfairly or contains inaccuracies. The letter should be drafted in accordance with Pakistani labor laws, particularly the Industrial Relations Act 2012 and organizational policies governing performance evaluations. It typically includes detailed information about the disputed appraisal, specific points of disagreement, supporting evidence, and requested remedial actions. This formal communication initiates the grievance process and creates an official record of the employee's concerns, serving as a basis for further review or appeal procedures.
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1. Sender's Information: Full name, employee ID, department, position, and contact details of the employee filing the grievance
2. Recipient's Information: Name, title, and department of the person or authority to whom the grievance is addressed
3. Subject Line: Clear indication that this is a grievance regarding performance appraisal
4. Date of Letter: Current date of writing the grievance letter
5. Appraisal Details: Specific details about the performance appraisal in question, including date and evaluator's name
6. Statement of Grievance: Clear and concise explanation of the specific aspects of the performance appraisal being challenged
7. Supporting Arguments: Detailed explanation with specific examples and evidence supporting why the appraisal is considered unfair or inaccurate
8. Previous Communications: Reference to any prior discussions or attempts to resolve the issue
9. Requested Action: Specific statement of what resolution or action is being sought
10. Closing: Professional closing statement with signature and date
1. Impact Statement: Description of how the appraisal affects career progression, compensation, or professional development - include when there are significant career implications
2. Witness References: Names and statements of colleagues who can verify specific achievements or dispute negative assessments - include when third-party verification is available
3. Timeline of Events: Detailed chronological listing of relevant events - include when the grievance involves multiple incidents or communications
4. Legal References: Citation of relevant workplace policies or labor laws - include when specific regulations or policies have been violated
1. Performance Documentation: Copies of relevant performance records, achievements, or commendations
2. Original Appraisal: Copy of the disputed performance appraisal document
3. Communication Records: Copies of relevant emails, meeting notes, or other correspondence related to the grievance
4. Supporting Evidence: Any additional documentation that supports the grievance claims, such as project completion reports or client testimonials
Authors
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Public Sector
Healthcare
Education
Telecommunications
Professional Services
Retail
Energy and Utilities
Construction
Non-Profit Organizations
Relevant Teams
Human Resources
Legal
Employee Relations
Performance Management
Labor Relations
Personnel Administration
Compliance
Industrial Relations
Relevant Roles
Employee Relations Specialist
HR Manager
Legal Compliance Officer
Department Manager
Performance Management Specialist
HR Director
Employee Relations Manager
HR Business Partner
Labor Relations Manager
HR Coordinator
Workplace Relations Officer
Personnel Manager
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