The Letter of Counseling is a crucial HR management tool used in UAE workplaces when formal documentation of employee performance or conduct issues is necessary. This document type serves as an intermediate step between verbal warnings and more severe disciplinary actions, aligned with UAE Labor Law requirements for progressive discipline. When implementing a Letter of Counseling, employers must ensure compliance with UAE Federal Decree-Law No. 33 of 2021 and related ministerial resolutions regarding workplace discipline. The letter typically documents specific incidents or concerns, establishes clear performance expectations, outlines available support resources, and sets timelines for improvement. It serves both as a developmental tool and a formal record of the organization's attempt to address workplace issues before pursuing more serious disciplinary measures.
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1. Letter Header: Company letterhead, date, reference number, and formal letter formatting
2. Recipient Information: Employee's full name, position, department, and employee ID
3. Subject Line: Clear indication that this is a Letter of Counseling and brief topic
4. Issue Description: Detailed description of the specific performance or behavioral concern
5. Previous Communications: Reference to any verbal warnings or prior discussions about the issue
6. Impact Statement: Explanation of how the behavior affects the workplace or business
7. Expected Improvements: Clear outline of required changes and performance expectations
8. Support and Resources: Description of assistance and resources available to help employee improve
9. Timeline: Specific timeframe for implementing changes and review period
10. Consequences: Statement of potential consequences if improvements are not made
11. Signature Block: Space for signatures of manager, HR representative, and employee acknowledgment
1. Performance Improvement Plan: Detailed action plan with specific goals and metrics, used for more serious performance issues
2. Training Requirements: Specific training or development activities required, included when skill gaps are identified
3. Regular Check-in Schedule: Schedule of follow-up meetings, included for cases requiring close monitoring
4. Employee Response: Space for employee to provide written response or explanation, used in more formal cases
5. Union Representative Notice: Required if employee is entitled to union representation under their contract
1. Performance History Record: Documentation of previous performance issues or warnings
2. Relevant Policies: Copies of company policies related to the issue being addressed
3. Meeting Notes: Notes from previous discussions or counseling sessions about the issue
4. Performance Data: Relevant performance metrics or incident reports supporting the counseling
5. Improvement Plan Template: Structured template for tracking progress and improvements
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Healthcare
Education
Retail
Manufacturing
Technology
Professional Services
Construction
Hospitality
Government and Public Sector
Telecommunications
Energy and Utilities
Transportation and Logistics
Real Estate
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Performance Management
Operations
Administration
Management
Relevant Roles
Human Resources Manager
Department Manager
Supervisor
Team Leader
HR Business Partner
HR Director
Employee Relations Manager
Performance Management Specialist
Legal Counsel
Compliance Officer
Department Head
General Manager
Operations Manager
Line Manager
Project Manager
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