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The Suspension Letter For Poor Performance is a critical document in Canadian employment relations, used when an employee's performance falls significantly below expected standards despite previous interventions. This document is typically implemented after verbal and written warnings have failed to achieve the desired improvement. It serves multiple purposes: formally documenting the suspension decision, protecting the organization legally, and establishing clear expectations for the employee's return to work. The letter must comply with Canadian federal and provincial employment standards, ensuring procedural fairness while maintaining detailed records of performance issues. It's an essential tool in progressive discipline, demonstrating the employer's commitment to performance improvement while preserving the option for further action if necessary. The document should be drafted with careful consideration of human rights legislation, employment standards, and any applicable collective agreements.

1. Letter Header: Company letterhead, date, and formal addressing of the employee including their name and position

2. Subject Line: Clear indication that this is a suspension letter

3. Performance Issues: Specific details of the performance issues that led to this suspension, including dates and examples

4. Previous Warnings: Reference to prior verbal/written warnings and improvement plans

5. Suspension Terms: Duration of suspension, whether paid or unpaid, and effective dates

6. Impact on Benefits: Explanation of how the suspension affects salary, benefits, and company property

7. Expected Improvements: Clear outline of performance expectations upon return

8. Return to Work: Details about the return-to-work process and any conditions

9. Closing: Signature block and company representative contact information