The Warning Letter To Employee is a crucial document in Austrian employment relations, used when formal documentation of employee misconduct or performance issues is necessary. It serves as both a corrective measure and a legal prerequisite for potential future disciplinary actions, including termination. The document must comply with Austrian labor law requirements, including the Labor Constitution Act (Arbeitsverfassungsgesetz) and relevant data protection regulations. It typically follows verbal warnings or informal discussions and precedes more serious disciplinary actions. The letter should detail specific incidents, reference relevant policies or regulations, outline expected improvements, and clearly state potential consequences of continued non-compliance. In organizations with a works council, appropriate consultation procedures may need to be followed.
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1. Company Header: Official company letterhead including full legal name, address, and contact information
2. Employee Information: Full name, position, department, and employee ID of the recipient
3. Date and Reference Number: Current date and internal reference number for documentation purposes
4. Subject Line: Clear indication that this is a formal warning letter (Verwarnung/Abmahnung)
5. Specific Incident Details: Detailed description of the misconduct or performance issue, including dates, times, and specific examples
6. Impact Statement: Explanation of how the behavior affects the workplace, colleagues, or company operations
7. Expected Behavior: Clear statement of the required corrections and expected conduct going forward
8. Legal Consequences: Statement of potential consequences if the behavior continues, including possible termination
9. Signature Block: Space for signatures of both employer representative and employee acknowledgment
1. Previous Warnings Reference: Include when this is not the first warning, referencing dates and nature of previous warnings
2. Workplace Policy Reference: Include when the misconduct violates specific company policies or procedures
3. Performance Improvement Plan: Include when specific measurable improvements are required with timeline
4. Works Council Notice: Include when works council has been informed or needs to be informed of the warning
5. Training Requirements: Include when additional training or support will be provided to help correct the issue
6. Employee Response: Include when providing space for employee's written response to the warning
1. Incident Report: Detailed documentation of specific incidents or violations
2. Relevant Policy Excerpts: Copies of relevant workplace policies or procedures that were violated
3. Performance Data: Supporting documentation showing performance issues or attendance records if relevant
4. Witness Statements: If applicable, statements from witnesses or affected parties (with appropriate privacy protections)
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Retail
Financial Services
Information Technology
Healthcare
Education
Professional Services
Hospitality
Construction
Transportation
Energy
Telecommunications
Public Sector
Non-Profit Organizations
Media and Entertainment
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Personnel Administration
Operations Management
General Management
Department Management
Relevant Roles
Human Resources Manager
HR Director
Department Manager
Line Manager
Team Leader
Operations Manager
General Manager
HR Business Partner
Chief Human Resources Officer
Employee Relations Manager
Personnel Administrator
Compliance Officer
Legal Counsel
Branch Manager
Regional Manager
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