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Disciplinary Hearing Outcome Letter

Disciplinary Hearing Outcome Letter Template for Philippines

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Key Requirements PROMPT example:

Disciplinary Hearing Outcome Letter

"I need a Disciplinary Hearing Outcome Letter for an IT department employee who was found to have repeatedly violated our remote work attendance policy, with the hearing held on March 15, 2025, resulting in a final written warning and a performance improvement plan."

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Document background
The Disciplinary Hearing Outcome Letter is a crucial document in Philippine employment law that follows a formal disciplinary hearing process. It is used when an employer needs to communicate the results of a disciplinary investigation and any resulting actions to an employee. The document must comply with the Philippine Labor Code, particularly Articles 297-299, and relevant DOLE regulations regarding due process and fair labor practices. The letter serves multiple purposes: it formally documents the disciplinary decision, provides a clear record of the process followed, outlines any sanctions or corrective measures, and informs the employee of their appeal rights. This document is essential for maintaining proper documentation of employment actions and can be critical in potential future labor disputes or legal proceedings.
Suggested Sections

1. Letter Header: Company letterhead, date, reference number, and formal address to the employee including their name, position, and department

2. Introduction: Reference to the disciplinary hearing date, attendees, and the original allegation(s) or complaint(s)

3. Summary of Proceedings: Brief overview of the disciplinary hearing process, including key points discussed and evidence presented

4. Findings: Detailed explanation of the investigation findings and whether the allegations were substantiated

5. Decision: Clear statement of the disciplinary action being taken and justification for this decision

6. Implementation: Specific details about how and when the disciplinary action will be implemented

7. Right to Appeal: Information about the employee's right to appeal the decision, including the process and timeframe

8. Closure: Formal closing, including signature block for the authorized company representative

Optional Sections

1. Performance Improvement Plan: Include when the disciplinary action includes a requirement for improvement with specific targets and timelines

2. Return to Work Arrangements: Include when the employee has been on suspension and is returning to work with modified conditions

3. Financial Implications: Include when the disciplinary action affects salary, benefits, or includes financial penalties

4. Counseling Services: Include when the company offers support services or counseling as part of the resolution

5. Future Consequences: Include when there's a need to outline potential consequences of future infractions

Suggested Schedules

1. Evidence Summary: Detailed list of all evidence considered during the hearing, including witness statements and documents

2. Meeting Minutes: Official minutes from the disciplinary hearing

3. Previous Warnings: Copies of any previous relevant disciplinary actions or warnings

4. Performance Improvement Plan Details: If applicable, detailed improvement targets, timelines, and support measures

5. Relevant Company Policies: Excerpts from company policies or procedures that were breached

Authors

Alex Denne

Head of Growth (Open Source Law) @ Ƶ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions




















Clauses




















Relevant Industries

Manufacturing

Services

Banking and Finance

Technology

Healthcare

Education

Retail

Construction

Transportation

Hospitality

Business Process Outsourcing

Government and Public Sector

Telecommunications

Mining and Resources

Agriculture

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Labor Relations

People Operations

Management

Administration

Corporate Services

Industrial Relations

Relevant Roles

HR Manager

HR Director

Legal Counsel

Employee Relations Manager

HR Business Partner

Compliance Officer

Department Manager

Line Manager

Unit Supervisor

HR Administrator

Employee Relations Specialist

Labor Relations Manager

Chief Human Resources Officer

HR Operations Manager

People Operations Manager

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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