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Employee Letter Of Concern For Poor Performance

Employee Letter Of Concern For Poor Performance Template for New Zealand

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Key Requirements PROMPT example:

Employee Letter Of Concern For Poor Performance

"I need an Employee Letter of Concern For Poor Performance for a retail sales associate who has consistently failed to meet monthly sales targets for the past quarter and has shown frequent tardiness; the letter should emphasize our company's performance standards and set a review date for March 15, 2025."

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Document background
The Employee Letter of Concern For Poor Performance is a crucial document in New Zealand's employment relations framework, typically used when informal performance discussions have not yielded the required improvement. This document serves as a formal step in the performance management process, bridging the gap between verbal warnings and more serious disciplinary actions. It must comply with New Zealand's Employment Relations Act 2000 and reflect the principles of good faith employment relationships. The letter documents specific performance issues, establishes clear expectations for improvement, outlines support measures, and sets review timeframes. It's an essential tool for protecting both employer and employee interests while working toward performance improvement or, if necessary, creating a documented trail for potential future employment decisions.
Suggested Sections

1. Date and Address Block: Formal letter heading including date, employee's name and address

2. Subject Line: Clear identification that this is a formal letter of concern regarding performance

3. Performance Issues: Specific identification of the performance concerns with concrete examples

4. Expected Standards: Clear outline of the required performance standards and expectations

5. Previous Discussions: Reference to any previous verbal discussions or warnings about the performance issues

6. Impact Statement: Explanation of how the poor performance affects the team/organization

7. Improvement Plan: Specific actions required to improve performance and meet standards

8. Support Offered: Description of support, training, or resources being provided to help improvement

9. Timeline: Clear timeframe for expected improvement and review period

10. Consequences: Statement of potential consequences if performance doesn't improve

11. Closing: Signature block and invitation to discuss concerns

Optional Sections

1. Meeting Request: Optional section requesting a formal meeting to discuss the concerns, used when immediate face-to-face discussion is deemed necessary

2. Union Representative Notice: Section acknowledging the employee's right to bring a support person or union representative, included if the employee is union-affiliated

3. Medical Assessment Request: Section requesting medical assessment if health issues are suspected to be impacting performance

4. Additional Resources: Detailed section about specific training programs or resources available, included when extensive support is being offered

5. Performance History: Detailed section about past performance reviews and incidents, included when there's a pattern of issues

Suggested Schedules

1. Performance Improvement Plan: Detailed plan outlining specific goals, metrics, and timelines for improvement

2. Performance Standards Document: Copy of relevant job description or performance standards

3. Previous Performance Reviews: Copies of relevant previous performance reviews or warnings

4. Incident Reports: Documentation of specific incidents demonstrating poor performance

5. Training Schedule: Schedule of proposed training or support sessions

Authors

Alex Denne

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

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Professional Services

Retail

Manufacturing

Healthcare

Education

Technology

Financial Services

Hospitality

Construction

Public Sector

Non-Profit

Transport and Logistics

Agriculture

Mining and Resources

Media and Communications

Relevant Teams

Human Resources

People and Culture

Legal

Employee Relations

Personnel Management

Operations

Senior Management

Administration

Compliance

Relevant Roles

Human Resources Manager

People and Culture Director

Employment Relations Specialist

HR Business Partner

Department Manager

Line Manager

Team Leader

Supervisor

Operations Manager

General Manager

Chief Executive Officer

Managing Director

HR Coordinator

Personnel Manager

Workforce Manager

Industries
Employment Relations Act 2000: The foundational employment law in New Zealand that sets out the fundamental principles of good faith employment relationships, fair process requirements, and procedures for addressing performance issues.
Human Rights Act 1993: Ensures that performance concerns are addressed without discrimination based on prohibited grounds such as age, race, gender, disability, or other protected characteristics.
Privacy Act 2020: Governs how personal information about the employee's performance should be collected, stored, and shared during the performance management process.
Protected Disclosures (Protection of Whistleblowers) Act 2022: Ensures that any performance issues raised are not in retaliation for protected disclosures made by the employee.
Health and Safety at Work Act 2015: Relevant if performance issues are related to workplace safety concerns or if performance problems could impact workplace health and safety.
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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