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Letter Of Dismissal For Poor Performance Template for Singapore

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Key Requirements PROMPT example:

Letter Of Dismissal For Poor Performance

"I need a Letter of Dismissal for Poor Performance for an IT manager who has failed to meet targets despite two formal warnings, with a termination date of March 15, 2025, and I need to include specifics about the return of company-issued devices and ongoing project handover requirements."

What is a Letter Of Dismissal For Poor Performance?

A Letter of Dismissal for Poor Performance is a crucial HR document used in Singapore when terminating employment relationships due to unsatisfactory work performance. It should be issued only after documented performance improvement plans and formal warnings have been implemented. The letter must comply with Singapore's Employment Act and Ministry of Manpower guidelines, including proper notice periods and final payment calculations. This document serves as legal proof of termination and protects both employer and employee interests by clearly stating the reasons for dismissal, notice period, and final payment arrangements.

What sections should be included in a Letter Of Dismissal For Poor Performance?

1. Date and Address Block: Formal letter heading with employee's details and date

2. Notice of Termination: Clear statement of employment termination

3. Performance Issues Summary: Brief summary of documented performance issues leading to termination

4. Notice Period Details: Specification of notice period or payment in lieu of notice

5. Final Payment Information: Information about final salary, benefits settlement and payment timing

6. Company Property Return: Instructions for return of company property and access cancellation

What sections are optional to include in a Letter Of Dismissal For Poor Performance?

1. Previous Warnings Reference: Section detailing formal warnings previously issued to the employee

2. Non-Compete Reminder: Section reminding employee of any existing non-compete obligations

3. Confidentiality Obligations: Section outlining ongoing confidentiality duties post-employment

4. Exit Interview: Information about exit interview arrangements if applicable

What schedules should be included in a Letter Of Dismissal For Poor Performance?

1. Performance Review Records: Copies of relevant performance reviews and formal warnings

2. Final Payment Calculation Sheet: Detailed breakdown of final payment including salary, leave, benefits and deductions

3. Company Property Checklist: Itemized list of company property to be returned before departure

4. Employment Act Extract: Relevant sections of the Employment Act regarding termination

Authors

Alex Denne

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

Relevant legal definitions










Clauses















Industries

Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, covering termination procedures, notice periods, payment in lieu of notice, and salary settlement requirements

Employment Claims Act 2016: Legislation governing employment dispute resolution procedures and requirements for proper documentation of performance-related issues

Tripartite Guidelines on Fair Employment Practices: Guidelines establishing fair dismissal practices, non-discriminatory requirements, and documentation standards for performance-related terminations

TAFEP Guidelines: Tripartite Alliance guidelines covering fair consideration framework, progressive HR practices, and performance management requirements for employers

MOM Guidelines: Ministry of Manpower guidelines on wrongful dismissal claims, notice period requirements based on service length, and proper termination procedures

Performance Documentation Requirements: Documentation of poor performance, including performance improvement plans, warning letters, and counselling session records

Notice Period Requirements: Statutory requirements for notice period or payment in lieu based on length of service

Final Payment Calculations: Requirements for calculating and processing final payments, including salary, unused leave, and other entitlements

Company Property Return: Procedures and requirements for the return of company property upon termination

Confidentiality Obligations: Post-employment confidentiality requirements and handling of sensitive information

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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