The Disciplinary Notice is a crucial document in Maltese employment practice, used when formal disciplinary action needs to be taken against an employee for misconduct, poor performance, or violation of company policies. It forms part of the formal disciplinary procedure required under the Employment and Industrial Relations Act (EIRA) of Malta and must comply with principles of natural justice and procedural fairness. This document serves multiple purposes: it formally notifies the employee of the issue, provides a clear record of the disciplinary action, outlines required improvements, and protects the employer by demonstrating adherence to proper procedures. The notice should be used after informal measures have been exhausted or when the severity of the issue warrants immediate formal action. Timing and proper documentation are crucial, as this document may be referenced in future employment disputes or legal proceedings.
Disciplinary Notice for Malta
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Key Requirements PROMPT example:
Disciplinary Notice
"I need a Disciplinary Notice for an employee who has repeatedly violated our attendance policy with 12 unauthorized absences in the past three months, this being their second warning after a verbal warning issued in January 2025."
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1. Employee Information: Full name, employee ID, position, department, and length of service of the employee
2. Date and Reference: Date of the notice and any reference number for tracking purposes
3. Nature of Misconduct: Clear description of the incident(s) or behavior that constitutes the misconduct, including dates and specific details
4. Company Policies Violated: Reference to specific company policies, procedures, or regulations that have been breached
5. Evidence: Summary of the evidence supporting the allegations
6. Disciplinary Action: Details of the disciplinary measure being taken or proposed
7. Required Improvements: Clear explanation of the behavior changes or improvements required from the employee
8. Consequences: Information about potential consequences if the behavior continues or improvements are not made
9. Right to Appeal: Information about the employee's right to appeal the disciplinary action and the process for doing so
1. Previous Warnings: Details of any previous warnings or disciplinary actions, used when this is not the first incident
2. Investigation Process: Description of the investigation process undertaken, included when a formal investigation has been conducted
3. Support Measures: Details of any support, training, or assistance being offered to help the employee improve
4. Suspension Details: Information about any suspension period, included when the employee is being suspended
5. Union Representative Rights: Information about the right to union representation, included when the employee is a union member
1. Evidence Documentation: Copies of relevant evidence supporting the disciplinary action (e.g., incident reports, witness statements, CCTV footage descriptions)
2. Previous Warning Letters: Copies of any previous warning letters referenced in the notice
3. Relevant Company Policies: Copies or excerpts of the specific company policies that have been violated
4. Performance Improvement Plan: Detailed plan outlining expected improvements and timelines, if applicable
5. Meeting Minutes: Minutes from any disciplinary meetings or investigations related to the incident
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Relevant Industries
Financial Services
Manufacturing
Retail
Technology
Healthcare
Education
Hospitality
Professional Services
Construction
Transportation
Public Sector
Telecommunications
Gaming Industry
Maritime
Agriculture
Relevant Teams
Human Resources
Legal
Compliance
Operations
Personnel
Employee Relations
Industrial Relations
Management
Administration
Relevant Roles
HR Manager
HR Director
Department Manager
Line Manager
Supervisor
Team Leader
Operations Manager
General Manager
HR Business Partner
Personnel Officer
Compliance Officer
Legal Counsel
Employee Relations Manager
Chief Human Resources Officer
Department Head
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