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The document titled 'Notification to Employee / Staff' is an important communication tool used by companies to address performance issues with their employees. It serves as a written warning under the company's disciplinary procedure. The document begins with the identification of the parties involved, including the company's name, address, phone number, and email. It is then addressed to the employee by their first name. The current date is mentioned to establish the timeline of the warning.
The detailed description of the document is divided into several sections. The first section explains the reason for issuing the first written warning, which is the employee's failure to meet the performance standards expected by the company. The unsatisfactory performance is described in detail, highlighting the specific areas where improvement is needed.
The second section focuses on setting targets for improvement. The company outlines the specific improvements that the employee needs to make and sets a deadline for achieving these targets. It is mentioned that a meeting will be scheduled to review the employee's progress in relation to these targets.
The document concludes by stating the consequences of failing to meet the targets within the specified timeframe. It warns the employee that further disciplinary action may be taken if the improvements are not made. The employee is also provided with the contact information of the person issuing the warning, in case they have any queries.
Overall, the 'Notification to Employee / Staff' document is a formal and detailed communication that aims to address performance issues and provide clear expectations for improvement.
1. Identify the parties: Fill in the company's name, address, phone number, and email in the designated fields. Also, enter the employee's first name and address.
2. State the current date: Mention the date on which the warning is being issued.
3. Explain the reason for the warning: Clearly state that the first written warning is being issued due to the employee's failure to meet the performance standards expected by the company.
4. Describe the unsatisfactory performance: Provide a detailed description of the specific ways in which the employee's performance has been unsatisfactory.
5. Set targets for improvement: Clearly outline the improvements that the employee needs to make and specify a deadline for achieving these targets.
6. Schedule a meeting: Mention that a meeting will be scheduled to review the employee's progress in relation to the targets set.
7. Warn about consequences: Clearly state that failing to achieve the targets within the specified timeframe may result in further disciplinary action.
8. Provide contact information: Include the contact information of the person issuing the warning, in case the employee has any queries.
Note: It is important to follow the company's disciplinary procedure and ensure that all relevant information is accurately filled in the document.