������Ƶ

A Dismissal Letter For Poor Performance is a crucial document in South African employment law that formalizes the termination of employment following documented performance issues. It is used when an employee has consistently failed to meet required performance standards despite being given reasonable opportunity to improve through performance improvement plans and support measures. The document must comply with the Labour Relations Act 66 of 1995 and its Code of Good Practice, which require evidence of fair procedure, including performance evaluations, warnings, and appropriate guidance. This letter serves as the final step in the performance management process and must demonstrate that the dismissal is both substantively and procedurally fair, protecting both the employer's interests and the employee's rights under South African law.

1. Letter Header: Company letterhead, date, reference number, and marked 'Private and Confidential'

2. Employee Details: Full name, employee number, position, and department of the employee

3. Subject Line: Clear indication that this is a notice of dismissal for poor performance

4. Performance History: Summary of performance issues identified and documented

5. Improvement Efforts: Details of performance improvement plans, counseling sessions, warnings issued, and support provided

6. Formal Meetings: Dates and outcomes of performance review meetings and formal hearings

7. Dismissal Decision: Clear statement of dismissal decision and reasons

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

9. Final Arrangements: Information about final salary, benefits, and company property return

10. Right to Appeal: Information about the employee's right to appeal the decision and the process to follow