The Termination Recommendation Letter For Poor Performance is a critical internal document used in German business operations when proposing the termination of an employee due to inadequate job performance. This document is typically prepared after exhausting performance improvement measures and must align with German labor law requirements, particularly the üԻ徱ܲԲܳٳٳ (Protection Against Unfair Dismissal Act). It should be used when there is substantial documentation of performance issues, previous warnings, and failed improvement attempts. The letter includes detailed performance analysis, improvement measures taken, impact on business operations, and confirmation of legal compliance. It serves as the foundation for management's decision-making process and potential subsequent termination proceedings.
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1. Employee Information: Basic details including employee name, position, department, start date, and current supervisor
2. Performance Issues Overview: Summary of the key performance deficiencies and how they impact business operations
3. Previous Performance Management Steps: Chronological documentation of formal warnings, performance improvement plans, and coaching sessions
4. Improvement Opportunities Provided: Details of support, training, and resources provided to help employee improve
5. Current Performance Status: Assessment of current performance level and failure to meet required standards
6. Legal Requirements Verification: Confirmation that all necessary legal steps have been taken in accordance with German labor law
7. Termination Recommendation: Formal recommendation for termination with proposed timeline and type of termination
1. Works Council Consultation: Include if company has a works council - details of consultation process and outcomes
2. Financial Impact: Include if termination involves significant financial implications or severance considerations
3. Alternative Positions Considered: Include if other positions were evaluated as alternatives to termination
4. Medical Considerations: Include if performance issues have any connection to health or disability matters
5. Union Representative Input: Include if employee is union-represented and union was involved in process
1. Performance Review Documentation: Copies of relevant performance reviews and assessments
2. Warning Letters: Copies of all formal warnings issued to the employee
3. Performance Improvement Plan: Documentation of PIPs and progress reports
4. Meeting Minutes: Records of performance discussions and coaching sessions
5. Employee Response Documents: Any written responses or explanations provided by the employee
6. Training Records: Documentation of training and support provided to address performance issues
Authors
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Technology
Financial Services
Healthcare
Retail
Professional Services
Education
Telecommunications
Logistics
Construction
Hospitality
Energy
Automotive
Consumer Goods
Media and Entertainment
Relevant Teams
Human Resources
Legal
Personnel Management
Operations
Senior Management
Administration
Compliance
Industrial Relations
Relevant Roles
Human Resources Manager
HR Director
Department Manager
Line Manager
Team Leader
HR Business Partner
Managing Director
Operations Manager
Regional Manager
Branch Manager
Senior HR Specialist
Personnel Officer
Chief Human Resources Officer
Division Head
Project Manager
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