Use this framework to organise a draft for review. It is not a completed agreement or a substitute for adapting the document to the parties, role and applicable law.
Information to cover
- Date, place and precise description of the incident
- The duty allegedly breached and relevant rule
- The employee’s explanation and checked evidence
- The conduct required in future
- A clear and proportionate statement of consequences
- Authorised issuer and evidence of delivery
Illustrative wording
On [date] at [time], [describe the verified conduct]. This breached [identify the duty]. We require you to [state the required conduct].
Before using the document
Do not use an unverified allegation as a finding. The warning function and consequences need case-specific wording. Serious misconduct, disputed facts and an intended dismissal call for advice before sending.
Check names, dates, authority, collective arrangements and the intended delivery or signing process. Keep a version that shows the terms actually agreed or sent.
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Updated: 8 November 2026. When reusing this framework, acknowledge horak. Attorneys at Law and labourlawyer.de.