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Final Written Warning Letter Template for Philippines

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Key Requirements PROMPT example:

Final Written Warning Letter

"I need a Final Written Warning Letter for an IT team member who has had three documented instances of unauthorized system access and sharing confidential data with external parties, with previous warnings issued in January 2025 and March 2025."

Document background
A Final Written Warning Letter is a crucial document in the Philippine employment context, representing the last formal step in progressive discipline before termination. It is typically issued after previous verbal and written warnings have failed to correct inappropriate behavior or performance issues. The document must comply with Philippine Labor Code requirements, particularly Article 297 and relevant DOLE regulations regarding due process in disciplinary actions. The letter serves multiple purposes: documenting the specific violation, establishing a clear record of progressive discipline, providing the employee with a final opportunity to improve, and protecting the employer's interests in case termination becomes necessary. It should include detailed information about the violation, reference to previous warnings, specific improvement requirements, and clear consequences of non-compliance.
Suggested Sections

1. Letter Header: Company letterhead, date, and formal business letter formatting

2. Employee Information: Full name, position, department, and employee ID of the recipient

3. Subject Line: Clear indication that this is a Final Written Warning

4. Specific Violation Details: Detailed description of the current incident or behavior that prompted this final warning, including dates, times, and specific examples

5. Previous Warnings: Reference to previous verbal and written warnings, including dates and nature of prior incidents

6. Impact Statement: Description of how the behavior affects the workplace, team, or company operations

7. Company Policies: Reference to specific company policies, rules, or regulations that have been violated

8. Improvement Plan: Clear expectations for improvement and specific changes in behavior or performance required

9. Consequences: Clear statement of potential consequences if behavior continues, including possibility of termination

10. Timeframe: Specific period for improvement and review

11. Acknowledgment: Space for employee signature and date, acknowledging receipt of the warning

Optional Sections

1. Performance Improvement Plan Details: Detailed action steps and targets for improvement, used when specific measurable improvements are needed

2. Support Resources: Information about available resources or assistance to help employee improve, included when company offers such support

3. Appeal Process: Information about the company's appeal process, included if company policy allows for appeals of disciplinary actions

4. Witness Section: Space for witness signature (such as HR representative or supervisor), used when company policy requires witness to warning delivery

Suggested Schedules

1. Record of Previous Warnings: Copies or summaries of previous verbal and written warnings

2. Relevant Evidence: Documentation supporting the current violation (if applicable)

3. Performance Improvement Plan Form: Detailed form outlining specific improvement targets and timeline

4. Applicable Company Policies: Copies of relevant company policies that were violated

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

Relevant legal definitions


























Clauses




















Relevant Industries

Manufacturing

Retail

Banking and Finance

Information Technology

Healthcare

Education

Hospitality

Construction

Business Process Outsourcing

Telecommunications

Transportation

Mining

Agriculture

Real Estate

Professional Services

Relevant Teams

Human Resources

Legal

Employee Relations

Compliance

Operations

Administration

Industrial Relations

Relevant Roles

Human Resources Manager

HR Director

HR Business Partner

Employee Relations Manager

Department Manager

Supervisor

Team Leader

HR Compliance Officer

Legal Counsel

Operations Manager

General Manager

Chief Human Resources Officer

HR Administrator

Employee Relations Specialist

Line 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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