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The Final Warning Letter To Employee is a crucial document in Belgian employment relations that represents the final formal notice before potential termination proceedings. It is typically used when previous verbal and written warnings have not resulted in the desired improvement in employee behavior or performance. The document must comply with Belgian employment law, including the Employment Contracts Act of 1978 and relevant collective bargaining agreements. It should clearly document the specific issues, reference previous warnings, outline expected improvements, and specify consequences while ensuring all content adheres to anti-discrimination laws and employee protection regulations. This formal warning letter serves both as a disciplinary tool and as potential evidence in case of future legal proceedings, making it essential to include all legally required elements and maintain a professional, factual tone throughout.

1. Company Header: Official company letterhead including full legal name, address, and registration details

2. Date and Reference: Current date and any relevant reference numbers for HR tracking

3. Employee Details: Full name, position, department, and employee ID of the recipient

4. Subject Line: Clear indication that this is a final warning letter

5. Previous Warnings: Reference to previous verbal and written warnings, including dates and nature of incidents

6. Current Incident: Detailed description of the specific incident(s) or behavior(s) leading to this final warning

7. Impact Statement: Explanation of how the behavior affects the workplace, colleagues, or business operations

8. Expected Improvements: Clear outline of the specific improvements or changes required from the employee

9. Consequences: Clear statement of potential consequences if behavior does not improve, including possible termination

10. Support Measures: Description of any support, training, or resources being offered to help the employee improve

11. Compliance Statement: Reference to relevant workplace policies, procedures, or regulations being violated

12. Timeline: Specific timeframe for required improvements and review period

13. Signature Block: Space for signatures of relevant parties including HR representative and/or direct supervisor