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The Disciplinary Notice To Employee is a crucial document in Australian employment law that forms part of formal performance management and disciplinary procedures. It is typically used when verbal warnings have been ineffective or when the severity of an incident requires immediate formal documentation. The notice must comply with Fair Work Act 2009 requirements and relevant state legislation, ensuring procedural fairness and clear communication of issues. This document serves multiple purposes: it creates a formal record of the disciplinary action, communicates clear expectations for improvement, outlines consequences of continued non-compliance, and protects the employer's interests in case of future legal proceedings. The notice should be drafted with consideration of any applicable enterprise agreements, awards, or workplace policies.

1. Letter Header: Company letterhead, date, and formal addressing to the employee including their full name and position

2. Subject Line: Clear indication that this is a formal disciplinary notice

3. Incident Details: Specific description of the misconduct or performance issue, including dates, times, and relevant details

4. Previous Discussions: Reference to any prior verbal warnings, meetings, or discussions about the issue

5. Impact Statement: Explanation of how the behavior impacts the workplace, team, or business

6. Company Policies: Reference to specific company policies, procedures, or employment contract terms that have been breached

7. Required Improvements: Clear outline of the expected behavior changes or performance improvements required

8. Timeline: Specific timeframe for implementing the required changes and review period

9. Consequences: Clear statement of potential consequences if the required improvements are not made

10. Support Offered: Details of any support, training, or resources being offered to help address the issue

11. Signature Block: Formal closing, including signature of the authorized manager/supervisor and their position