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Final Written Warning Letter Template for Qatar

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Key Requirements PROMPT example:

Final Written Warning Letter

"I need a Final Written Warning Letter for an employee in our Doha office who has had three instances of unauthorized absence in January 2025, following two verbal warnings, with a clear outline of attendance policy and potential termination if behavior continues."

Document background
The Final Written Warning Letter is a crucial document in Qatar's employment disciplinary process, governed by Qatar Labor Law No. 14 of 2004 and its amendments. It is typically issued after previous verbal and/or written warnings have failed to achieve the desired improvement in employee conduct or performance. The document serves as the last formal notice before potential termination, providing clear documentation of the disciplinary process as required by Qatari labor regulations. This warning letter should detail specific incidents or performance issues, reference previous warnings, outline required improvements, and specify consequences of non-compliance. It must be drafted in compliance with local labor laws, ensuring fair treatment and proper documentation while protecting both employer and employee rights. The letter often forms part of the employee's permanent record and may be crucial in demonstrating compliance with legal requirements in case of subsequent termination.
Suggested Sections

1. Header Information: Company letterhead, date, reference number, and document title 'Final Written Warning'

2. Employee Details: Full name, employee ID, position, department, and length of service of the employee

3. Previous Warnings: Reference to previous verbal and written warnings, including dates and nature of previous infractions

4. Current Violation: Detailed description of the specific misconduct or performance issue, including dates, incidents, and how it violates company policy or employment terms

5. Impact Statement: Description of how the employee's behavior affects the workplace, colleagues, or company operations

6. Required Improvements: Clear outline of the specific improvements or changes in behavior required from the employee

7. Consequences: Clear statement of potential consequences if behavior doesn't improve, including possible termination

8. Timeline: Specific timeframe for expected improvement and review period

9. Acknowledgment: Space for employee signature, date, and statement acknowledging receipt of the warning

Optional Sections

1. Performance Improvement Plan Reference: Include when the warning is accompanied by a formal Performance Improvement Plan

2. Support Resources: List of available resources or support to help employee improve (training, counseling, etc.)

3. Union Representative Notice: Include if the employee is entitled to union representation under their contract

4. Translation Notice: Include when providing the letter in multiple languages for non-Arabic speaking employees

Suggested Schedules

1. Previous Warning Records: Copies or summaries of previous warnings issued to the employee

2. Relevant Company Policies: Excerpts of specific company policies that have been violated

3. Performance Data: If applicable, documentation supporting the performance issues cited in the warning

4. Witness Statements: If relevant to the misconduct, statements from witnesses or affected parties

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

Banking and Financial Services

Construction and Real Estate

Oil and Gas

Healthcare

Retail and Hospitality

Manufacturing

Technology and Communications

Education

Professional Services

Transportation and Logistics

Government and Public Sector

Media and Entertainment

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Personnel Management

Administration

Management

Relevant Roles

Human Resources Director

HR Manager

Employee Relations Manager

Legal Counsel

Department Manager

Line Manager

Supervisor

Chief Human Resources Officer

HR Business Partner

Personnel Manager

Compliance Officer

HR Administrator

Employee Relations Specialist

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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