make your free invitation letter to a poor performance hearing

making your invitation letter to a poor performance hearing online is simple. just answer a few questions and 2022世界杯32强抽签时间 will build your document for you. when you have all of the information about the situation and the hearing prepared in advance, creating your document is a quick and easy process.

you’ll need the following information:

the employer and the employee

• what is the employer’s name, address, and legal structure? if it’s a company, what is its company number? 

• who is the employer’s signatory, if it’s a company or a partnership? this is the person who will sign the letter on the company’s or partnership’s behalf.

• what is the name and address of the employee who is to receive the letter?

• who is the employee’s contact regarding this letter (ie the person within the employer that they should contact with any questions)?

the poor performance allegations 

• will the hearing consider concerns about the employee’s performance or allegations that the employee has displayed gross negligence?

• what are the allegations made against the employee?

• which internal policy or procedure will govern this disciplinary process (eg the disciplinary procedure)?

the disciplinary hearing

• what is the date and time of the hearing?

• what is the hearing’s location?

• who will be the chairperson of the hearing?

• who will be the notetaker for the hearing?

• will an hr representative be present at the hearing? if so, what is their name?

• are there any witnesses who will contribute to the hearing? if so, what are their names?

• by which date must the employee inform the employer of any other witnesses?

• will the hearing listen to verbal evidence or consider evidence provided in written statements? 

• if the allegations are upheld (ie if the employee is deemed to have performed poorly or to have displayed gross negligence), what is the maximum sanction that may be applied?

the letter

• on which date will this letter be sent?  

• which documents (eg witness statements or other pieces of written evidence) will be included with the letter?

invitation letters to poor performance hearings communicate key information about poor performance allegations and a related hearing to the relevant employee. to do this, this invitation letter to a poor performance hearing template includes the following terms and sections:

names and addresses 

the letter has a traditional letter format and is addressed from the employer to an employee. it starts by setting out the names and addresses of both and the date of the letter.

re: invitation to a poor performance hearing

the letter starts by identifying its purpose - inviting the employee to a disciplinary hearing for poor performance - and by providing key details about this. for example, the date, time, and location of the hearing. it’s requested that the employee confirms that they will attend.

the hearing is to consider…

next, the letter identifies the type of allegations (ie poor performance or gross negligence) in question and provides details of the allegations.  

the hearing will be conducted in accordance with…

here the letter refers to the employer’s internal policy document that dictates how the hearing and associated proceedings will be run. this will often be a disciplinary procedure. the letter then sets out key people who will be present at the hearing and explains the employee’s right to bring a companion with them.

i enclose…

the documents to be included with the letter (eg witness statements or performance standards) are identified here. 

the hearing will…

here the letter identifies whether the hearing will listen to verbal evidence or consider written statements of evidence. it identifies the witnesses that will be used and requests that the employee notifies the employer of any other witnesses they wish to use and of any documents they wish to be considered. 

if we find that your performance is poor or unsatisfactory… 

next, the letter informs the employee that they may be subject to a sanction if the allegations are found to be correct. the highest sanction the employee may receive is identified.

you are reminded that failure to cooperate…

the employee is informed that, if they don’t cooperate with the disciplinary process (eg by not attending the hearing), they may be subject to further disciplinary action.

please contact…   

the employee’s key contact for this matter is identified here, and the employee is asked to contact this person if they have questions or require adjustments to the hearing process (eg due to a disability).

we treat personal data collected… 

this final section highlights the employer’s commitment to treating the employee’s personal data (ie information from which an individual can be identified) in accordance with the employer’s data protection policy and other relevant policies.

yours sincerely…

the letter ends with a space for the employer to sign and date the letter. 

if you want your invitation letter to a poor performance hearing to include further or more detailed provisions, you can edit your document. however, if you do this, you may want a lawyer to review the document for you (or to make the changes for you) to make sure that your modified letter complies with all relevant laws. use 2022世界杯32强抽签时间 ’s ask a lawyer service for assistance.

always follow a fair process when disciplining employees

it’s important that you always follow the law when dealing with employee misconduct, poor performance, or other issues. for example, always properly investigate the facts of a matter and only suspend an employee during an investigation if doing so is necessary. when you’ve reached a decision following a disciplinary hearing, you should communicate this formally to your employee using a disciplinary outcome letter (if the employee is not being dismissed) or a poor performance dismissal letter (if they are). 

for more information, read disciplinary process, how to run a disciplinary hearing, disciplinary appeals, and suspension from work.     

act properly if you dismiss somebody

if your investigation into an employee’s poor performance leads to a decision to dismiss the employee, make sure you dismiss the employee in a legally compliant manner, to avoid legal claims by the employee (eg for discrimination or unfair dismissal). dismissing someone fairly generally involves having a fair reason and following a fair process (eg warnings should usually be given before dismissal, except in certain situations). for more information, read dismissal, unfair dismissal, wrongful dismissal, and dismissal for disciplinary reasons.     

understand when to seek advice from a lawyer

in some circumstances, it’s good practice to ask a lawyer for advice to ensure that you’re complying with the law and that you are well protected from risks. you should consider asking for advice if:

• you need help distinguishing poor performance from gross negligence or incompetence

• you want to give a warning without a performance hearing