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The Disciplinary Letter For Poor Performance is a crucial document in Australian workplace relations, used when formal intervention is required to address substandard employee performance. It forms part of a structured performance management process, complying with the Fair Work Act 2009 and related employment legislation. The document is typically issued after informal performance discussions have not yielded the required improvement, or when the performance issue is serious enough to warrant immediate formal action. It should detail specific performance concerns, reference previous discussions or warnings, outline expected standards, provide a clear improvement plan with timeframes, and specify potential consequences of continued underperformance. The letter serves both as a formal warning and a documented record of the performance management process, which may be crucial in potential future unfair dismissal claims or legal proceedings.

1. Employee Details: Full name, position, department, and employment duration of the employee

2. Performance Issues: Specific description of the performance concerns, including dates and examples

3. Previous Discussions: Summary of prior conversations, warnings, or meetings regarding performance

4. Expected Standards: Clear outline of the performance standards required for the role

5. Improvement Plan: Specific actions required to improve performance, including measurable objectives

6. Timeline: Clear timeframe for expected improvements and review periods

7. Support Measures: Details of support, training, or resources to be provided to help improvement

8. Consequences: Clear statement of potential consequences if performance doesn't improve

9. Next Steps: Information about follow-up meetings and review process