This Termination Due To Poor Performance document is designed for use in Qatar when an employer needs to formally terminate an employee's contract based on documented performance issues. It should only be used after proper performance management procedures have been followed, including formal warnings and performance improvement plans as required under Qatar Labor Law No. 14 of 2004. The document includes essential details such as termination date, notice period, final settlement calculations, and references to previous performance discussions. It ensures compliance with Qatari labor regulations while protecting the employer's interests and maintaining professional standards in the termination process. This template is particularly important in Qatar's business environment, where strict adherence to local employment laws is crucial for avoiding legal disputes.
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1. Employee and Employer Details: Full names, positions, and identification details of both parties
2. Notice of Termination: Clear statement of employment termination with effective date
3. Grounds for Termination: Specific performance issues and reference to previous warnings/performance improvement plans
4. Notice Period Arrangements: Details of notice period or payment in lieu of notice
5. Final Settlement: Breakdown of final payments including salary, end-of-service benefits, and other entitlements
6. Company Property: List of company property to be returned and deadline for return
7. Confidentiality Reminder: Reminder of ongoing confidentiality obligations post-employment
1. Garden Leave: Include when employee is to be placed on garden leave during notice period
2. Restrictive Covenants: Include when reminding employee of post-employment restrictions
3. Handover Requirements: Include when specific handover of work or projects is required
4. Reference Policy: Include when specifying the company's approach to future reference requests
5. Legal Rights Reservation: Include when needing to explicitly reserve legal rights regarding future claims
1. Performance Review History: Copies of relevant performance reviews and assessments
2. Warning Letters: Copies of all formal warnings issued
3. Performance Improvement Plan: Copy of PIP and documentation of follow-up meetings
4. Final Settlement Calculation: Detailed breakdown of all final payments and deductions
5. Company Property Checklist: Itemized list of company property to be returned
6. Exit Procedures: Checklist of administrative tasks to be completed before last day
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Relevant Teams
Human Resources
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Senior Management
Operations
Employee Relations
Compliance
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Relevant Roles
HR Manager
Legal Counsel
Department Head
Line Manager
HR Director
Chief Human Resources Officer
Employee Relations Manager
HR Business Partner
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General Manager
Managing Director
CEO
Operations Manager
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