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Termination Warning Letter Template for Malaysia

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Key Requirements PROMPT example:

Termination Warning Letter

"I need a Termination Warning Letter for a sales representative who has consistently failed to meet their quarterly targets for the past 6 months and has shown unauthorized absences; the letter should outline specific performance metrics they need to achieve by March 2025."

Document background
The Termination Warning Letter is a crucial document in Malaysian employment practice, typically issued when an employee's conduct or performance falls significantly below expected standards. It serves as a formal documentation step in the progressive disciplinary process, complying with Malaysian employment legislation, particularly the Employment Act 1955 and Industrial Relations Act 1967. This document is used when verbal warnings have proven ineffective or when the severity of the issue requires immediate formal documentation. It protects both employer and employee rights by clearly documenting the issues, providing specific improvement requirements, and establishing a fair timeline for correction. The letter should detail the unacceptable behavior or performance issues, reference any previous warnings, specify required improvements, and clearly state the consequences of non-compliance, including possible termination.
Suggested Sections

1. Letter Header: Company letterhead, date, reference number, and classification (e.g., 'Private & Confidential')

2. Recipient Details: Employee's full name, position, employee ID, and department

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

4. Incident Details: Specific description of the misconduct or performance issues, including dates and specific examples

5. Previous Communications: Reference to any previous verbal warnings or discussions about the issue

6. Company Policies: Reference to specific company policies, procedures or employment terms that have been violated

7. Required Improvements: Clear outline of the expected improvements or corrections required from the employee

8. Timeframe: Specific timeline for the employee to demonstrate improvement

9. Consequences: Clear statement of potential consequences if no improvement is shown, including possible termination

10. Support Available: Information about any support, training, or resources available to help the employee improve

11. Acknowledgment: Space for employee signature acknowledging receipt of the warning letter

Optional Sections

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

2. Meeting Request: Include when a formal discussion of the warning letter is required with HR or management

3. Union Representative Notice: Required when the employee is under union representation

4. Previous Warnings Summary: Include when this is not the first warning, summarizing previous disciplinary actions

5. Language Translation: Include when the employee's primary language is not the language of the warning letter

Suggested Schedules

1. Incident Reports: Copies of specific incident reports or documentation related to the warning

2. Performance Data: Relevant performance metrics or evaluations supporting the warning

3. Relevant Policies: Copies of specific company policies or procedures referenced in the warning letter

4. Meeting Minutes: Records of previous discussions or counseling sessions related to the issue

Authors

Alex Denne

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

Relevant legal definitions

















Clauses
















Relevant Industries

Manufacturing

Financial Services

Technology

Retail

Healthcare

Education

Construction

Hospitality

Professional Services

Telecommunications

Mining

Agriculture

Transportation

Energy

Public Sector

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Operations

Management

Administration

Industrial Relations

Relevant Roles

HR Manager

HR Director

Department Manager

Line Manager

Supervisor

Team Leader

HR Business Partner

Employee Relations Manager

Legal Counsel

Compliance Officer

Operations Manager

General Manager

Regional Manager

Branch Manager

Department Head

Industries





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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