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Dismissal Warning Letter

Dismissal Warning Letter Template for Qatar

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Key Requirements PROMPT example:

Dismissal Warning Letter

"I need a Dismissal Warning Letter under Qatar law for an employee who has been consistently late to work and absent without notice over the past month, with this being their second warning, to be issued on March 15, 2025."

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Document background
The Dismissal Warning Letter is a crucial document in Qatar's employment framework, governed by Qatar Labor Law No. 14 of 2004 and its amendments. It serves as a formal notification to employees regarding serious misconduct, performance deficiencies, or policy violations that could result in termination if not rectified. This document is typically issued after verbal warnings have proven ineffective or when the severity of the incident warrants immediate written documentation. The letter must include specific details about the incident(s), reference to relevant company policies or labor laws, clear expectations for improvement, and potential consequences of non-compliance. Under Qatari law, proper documentation of warnings is essential for legally defensible termination procedures, making this document a vital tool in progressive discipline processes.
Suggested Sections

1. Letter Header: Company letterhead, date, reference number, and document title

2. Employee Information: Full name, employee ID, position, department, and other relevant identification details

3. Subject Line: Clear indication that this is a formal warning letter

4. Incident Details: Specific description of the misconduct or performance issue, including dates and circumstances

5. Reference to Previous Warnings: Mention of any previous verbal or written warnings if applicable

6. Legal Basis: Reference to relevant company policies and Qatar Labor Law provisions being violated

7. Required Improvement: Clear statement of expected behavior or performance improvements

8. Consequences: Explicit statement of potential consequences including possible termination if improvement is not shown

9. Timeline: Specific timeframe for improvement and next review

10. Acknowledgment: Space for employee signature and date to confirm receipt

Optional Sections

1. Performance Improvement Plan: Detailed plan with specific metrics and goals, used when the warning is related to performance issues rather than misconduct

2. Training Requirements: Specific training or development activities required, included when additional training could help address the issue

3. Employee Response Section: Space for employee to provide written comments or explanation, included when company policy allows for formal response

4. Witness Section: Space for witness signature, included when company policy requires or when the situation is particularly serious

5. Appeal Rights: Information about the employee's right to appeal the warning, included when company policy provides for an appeal process

Suggested Schedules

1. Incident Report: Detailed documentation of the specific incident(s) leading to the warning

2. Previous Warnings: Copies of any previous warning letters or documentation

3. Relevant Policies: Excerpts from company policies or procedures that were violated

4. Performance Data: Supporting documentation for performance-related issues, such as attendance records or performance metrics

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 & Finance

Construction

Oil & Gas

Healthcare

Retail

Hospitality

Manufacturing

Technology

Education

Professional Services

Transportation & Logistics

Real Estate

Telecommunications

Media & Entertainment

Public Sector

Relevant Teams

Human Resources

Legal

Compliance

Operations

Management

Employee Relations

Personnel Administration

Industrial Relations

Relevant Roles

HR Director

HR Manager

Legal Counsel

Department Manager

Line Manager

Supervisor

Team Leader

Operations Manager

General Manager

CEO

Managing Director

Personnel Manager

Human Resources Business Partner

Employee Relations Manager

Compliance Officer

Industries
Qatar Labor Law No. 14 of 2004: The primary legislation governing employment relationships in Qatar, including provisions for disciplinary actions and termination procedures
Article 51 of Qatar Labor Law: Specifies the disciplinary actions that employers can take against employees, including the requirement for written warnings before dismissal
Article 59 of Qatar Labor Law: Details the grounds for termination of employment and the procedures that must be followed, including proper documentation of warnings
Article 61 of Qatar Labor Law: Outlines the notice periods required for termination of employment and the consequences of failing to provide proper notice
Ministerial Decision No. 7 of 2005: Provides detailed regulations on disciplinary measures and the proper procedures for implementing them in the workplace
Qatar Labor Law Articles 79-84: Governs the disciplinary rules and procedures that employers must follow, including the requirement for clear communication of workplace violations
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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