Dismissal

A letter of dismissal to an employee - serious misconduct by the Employee has led to immediate dismissal and termination of the contract of employment. It explains why payment in lieu of notice is provided, even though it is not required under contract. (Many employers choose this as the safest way out as the Employee is required to sign a statement saying (s)he understands that the Employer is not required to give it and by accepting it the Employee has undertaken not to seek further payment.) It lays out all the elements involved in the calculation of final payout.

A first reply from an employee found asleep on the job - an interesting case: the worker claims that sleeping on the job is not only safe but is recommended because of the nature of the work performed.

A first letter of warning to an employee - entering into negotiation or agreement with a competitor to provide services to the competitor could constitute a repudiation of the contract of employment.

A first letter of warning to an employee - failure to take instruction from an assigned officer could constitute a repudiation of the contract of employment.

A second (follow up) letter of warning to an employee - any future action or accident which results in a conclusion of failure of duty of care could cause immediate dismissal. A three months probationary period in which actions are monitored closely by the HR Manager.