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Warning Letter

Version 1.0 Updated 23 Aug 2017
Correspondence Manage

Who can use this correspondence?

This correspondence can be used by all employers.


Before an employee is given a warning letter, the employer should give the employee an opportunity to respond to the allegations of unacceptable conduct against them.

It is recommended that you:

  • give the employee written notice of a meeting to review his or her conduct/performance;
  • hold a meeting at which the employee is given an opportunity to respond to any allegations;
  • allow the employee to bring a support person to the meeting;
  • retain a record of what is said at the meeting, including what the employee says in response to the allegations that are put to him or her; and
  • consider the employee’s comments and then reach a decision on what you believe to be the correct conclusions regarding the employee’s behaviour.


Once this process has been completed a formal written warning letter can be given to the employee and recorded on the employee’s record of employment.

In completing this Warning Letter you will be prompted to provide information regarding the employee’s poor conduct or performance. The answers that you give here should be as detailed as possible and consistent with previous warnings (if any) that have been given to the employee. 

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