The Dismissal Letter For Poor Performance is a crucial document used in Pakistani employment contexts when terminating an employee due to unsatisfactory job performance. It must comply with Pakistani labor laws, particularly the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 and relevant provincial legislation. The document should be used after documented performance improvement attempts have failed and formal warnings have been issued. It serves as official notification of termination, documenting specific performance issues, previous warnings, improvement opportunities provided, and final settlement terms. The letter must maintain procedural fairness and include all legally required elements such as notice periods, final payments, and property return instructions. This document is essential for protecting both employer and employee rights while maintaining a clear record of the termination process.
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1. Letter Header: Company letterhead, date, reference number, and addressee details
2. Subject Line: Clear indication that this is a termination notice for poor performance
3. Opening Statement: Direct statement of employment termination and effective date
4. Performance Issues: Specific documentation of performance deficiencies and failure to meet job requirements
5. Prior Warnings and Improvement Attempts: Summary of previous performance discussions, warnings, and improvement opportunities provided
6. Notice Period Details: Information about the notice period or payment in lieu of notice as per employment contract
7. Final Settlement Information: Details about final salary, benefits, and other entitlements
8. Company Property Return: Instructions for returning company assets and property
9. Closure: Professional closing and signature block with appropriate authority
1. Performance Improvement Plan Reference: Include when a formal PIP was implemented but unsuccessful
2. Garden Leave Provisions: Include if employee is being placed on garden leave during notice period
3. Non-Compete Reminder: Include if employment contract contains post-employment restrictions
4. Grievance Process: Include details of appeal process if company policy allows for appeals
5. Benefits Continuation: Include if there are specific benefits that continue post-termination
6. Reference Policy: Include company's policy regarding future employment references
1. Performance Review Summary: Chronological summary of performance reviews and ratings
2. Warning Letters: Copies of previous formal warnings issued
3. Final Settlement Calculation: Detailed breakdown of final payment including salary, benefits, and deductions
4. Company Property Checklist: List of company assets to be returned with acknowledgment form
5. Exit Process Checklist: Detailed checklist of actions required before last working day
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Transportation and Logistics
Real Estate
Media and Entertainment
Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
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Employee Relations
Relevant Roles
Human Resources Manager
HR Director
Department Manager
Line Manager
Supervisor
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HR Business Partner
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Employment Relations Manager
HR Operations Manager
General Manager
Chief Human Resources Officer
Personnel Manager
HR Administrator
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