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Disciplinary Investigation Outcome Letter

Disciplinary Investigation Outcome Letter Template for Pakistan

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Disciplinary Investigation Outcome Letter

"I need a Disciplinary Investigation Outcome Letter for an IT manager who violated cybersecurity protocols by sharing confidential data with unauthorized third parties, resulting in termination of employment effective March 15, 2025."

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Document background
The Disciplinary Investigation Outcome Letter is a crucial document in Pakistani workplace relations, used when formal disciplinary investigations have been completed. It must comply with Pakistan's labor laws, particularly the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 and the Industrial Relations Act 2012. The letter serves multiple purposes: it documents the investigation findings, communicates decisions to the employee, outlines any disciplinary measures, and provides information about appeal rights. It should be issued promptly after the investigation concludes and must maintain a balance between being comprehensive enough to withstand legal scrutiny while remaining clear and understandable. This document forms part of the employee's permanent record and may be crucial in potential legal proceedings, making it essential to include all relevant details, evidence references, and procedural steps followed.
Suggested Sections

1. Letter Header and Date: Company letterhead, date, reference number, and confidentiality notice

2. Addressee Details: Employee's full name, designation, department, and employee ID

3. Subject Line: Clear indication that this is a disciplinary investigation outcome

4. Investigation Context: Reference to the initial complaint/incident, date of investigation initiation, and previous correspondence

5. Investigation Process: Summary of the investigation process, including interviews conducted and evidence reviewed

6. Findings: Detailed presentation of the investigation findings and conclusions

7. Decision/Outcome: Clear statement of the decision made based on the findings

8. Consequences/Actions: Specific disciplinary measures or actions to be taken

9. Right of Appeal: Information about the employee's right to appeal, including process and timeframes

10. Closure: Standard closing, signatures of authorized personnel

Optional Sections

1. Performance Improvement Plan Reference: Include when the outcome includes a requirement for performance improvement

2. Probation Terms: Include when the employee is being placed on probation as part of the disciplinary action

3. Return to Work Arrangements: Include when the employee has been on suspension during the investigation

4. Training Requirements: Include when mandatory training is part of the disciplinary outcome

5. External Reporting Requirements: Include when the matter needs to be reported to external authorities or regulators

Suggested Schedules

1. Investigation Timeline: Chronological list of key dates and events in the investigation process

2. Evidence Summary: List of documents and evidence considered during the investigation

3. Witness Statement Summaries: Anonymized summaries of relevant witness statements

4. Performance Improvement Plan: Detailed plan if performance improvement is required

5. Appeal Process Guidelines: Detailed information about the appeal process and procedures

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

Banking and Financial Services

Manufacturing

Information Technology

Telecommunications

Healthcare

Education

Retail

Construction

Energy

Professional Services

Transportation and Logistics

Hospitality

Public Sector

Mining and Resources

Agriculture

Pharmaceutical

Relevant Teams

Human Resources

Legal

Compliance

Industrial Relations

Employee Relations

Corporate Governance

Operations Management

Administration

Relevant Roles

HR Manager

HR Director

Employee Relations Manager

Legal Counsel

Compliance Officer

Department Head

Line Manager

HR Business Partner

Chief Human Resources Officer

Industrial Relations Manager

HR Administrator

Corporate Counsel

General Manager

Operations Manager

Human Resources Executive

Industries
Constitution of Pakistan 1973: Particularly Article 17 which guarantees the right to form associations and unions, and Article 25 which ensures equality before law. These fundamental rights must be considered in any disciplinary action.
Industrial Relations Act 2012: Provides framework for employer-employee relations and outlines basic principles for fair treatment in workplace disciplinary matters.
Industrial and Commercial Employment (Standing Orders) Ordinance 1968: Details specific procedures for disciplinary actions, including requirements for show cause notices, investigation procedures, and employee rights during disciplinary proceedings.
Pakistan Labour Protection Policy 2006: Provides guidelines for fair treatment of workers and protection against arbitrary disciplinary actions.
Provincial Labour Laws: Depending on the province where the employment is based, specific provincial labor laws may apply to disciplinary procedures and workers' rights.
The Factories Act 1934: If the workplace is a factory, this act contains provisions regarding workplace discipline and proper procedures for handling misconduct.
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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