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Poor Performance First Disciplinary Meeting Notice

Notice Of First Disciplinary Poor Performance Hearing


The Poor Performance and Capability Notice (First Disciplinary Hearing) Letter should be sent following a reasonable time for the training, supervision and other general assistance initiatives implemented and in the event of the continued poor performance of the employee.

The Notice should state the reasons for the disciplinary hearing, that the employee has the right to be accompanied, and will have an opportunity to explain the Poor Performance.

First Disciplinary Hearing:
- If the employee's explanations are unsatisfactory a First Formal Warning should be issued to the employee.
- If the employee's explanations are satisfactory, the employee's performance should continue to be monitored and, after a further reasonable time and subject to the employee achieving a satisfactory level of performance, a letter should be sent acknowledging this improvement.
- If a First Formal Warning is not issued, but the employee's performance does not improve (given acceptable reasons), the procedure should restart with an informal discussion. Alternatively, the employer should consider offering alternative employment.

This Poor Performance and Capability Notice (First Hearing) Letter template is in open format. Either enter the requisite details in the highlighted fields or adjust the wording to suit your purposes.

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