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This document should be used to offer someone a job following an interview. It should be accompanied with either a contract of employment or terms of employment.
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This document is to record in writing a verbal warning that has previously been given to an employee for misconduct. The Verbal Warning Confirmation Letter (misconduct) should be used as part of a disciplinary procedure.
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This document is to record in writing a verbal warning that has previously been given to an employee for poor performance. The Verbal Warning Confirmation Letter (poor performance) should be used as part of a disciplinary procedure.
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To be used as part of a company’s disciplinary process. In the event that informal verbal warnings about an employee’s performance have failed to improve it, a company would escalate the matter to the first written warning stage. This is the first stage of formal disciplinary action. It is normal for a company to issue a first written warning, then a final written warning then move to dismissal. In some cases, an employee’s performance may be so poor that informal action is not appropriate and it may be deemed suitable to move straight to a written warning.
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This letter forms part of a disciplinary procedure when an employee’s conduct is unsatisfactory. This letter would normally be the fourth stage in a five stage disciplinary process. Usually the disciplinary process is: informal verbal warning, formal verbal warning (Verbal Warning Confirmation Letter (misconduct)), first written warning (First Warning Letter (misconduct)), final written warning and then potentially summary dismissal. This letter is used when an employee has either failed to improve following the earlier stages of the disciplinary process, or if they have behaved in such a way that means that the earlier stages of disciplinary action are disproportionate when compared to their behaviour. This letter is essentially a final warning to the employee that if they fail to correct their behaviour, then further disciplinary action and possibly dismissal may follow.
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To be used as part of a company’s disciplinary process. In the event that informal verbal warnings about an employee’s conduct have failed to correct it, a company would escalate the matter to the first written warning stage. This is the first stage of formal disciplinary action. It is normal for a company to issue a first written warning, then a final written warning then move to dismissal. In some cases an employee’s actions may be so serious that informal action is not appropriate and it may be deemed suitable to move straight to a written warning.
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This letter forms part of a disciplinary procedure when an employee’s performance is unsatisfactory. This letter would normally be the fourth stage in a five stage disciplinary process. Usually the disciplinary process is: informal verbal warning, formal verbal warning (Verbal Warning Confirmation Letter (poor performance)), first written warning (First Warning Letter (poor performance)), final written warning and then potentially summary dismissal. This letter is used when an employee has either failed to improve following the earlier stages of the disciplinary process, or if they have behaved in such a way that means that the earlier stages of disciplinary action are disproportionate when compared to their behaviour. This letter is essentially a final warning to the employee that if they fail to improve their performance, then further disciplinary action and possibly dismissal may follow.
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This document is used to set out how a business will handle any complaints it receives. It is envisaged that this document will be used internally by staff and will guide and inform them as to how to manage any complaints and what process the company will follow should they receive any complaints from customers.
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This document will be customer facing and will be provided to customers who wish to make a complaint explaining how one can make a complaint and what process the company will follow in order to resolve the complaint.
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