[{"data":1,"prerenderedAt":476},["ShallowReactive",2],{"document-notice-to-employees-of-unsatisfactory-behavior-D619":3},{"document":4,"label":27,"preview":11,"thumb":28,"thumb600":29,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":30,"breadcrumb":34,"related":40,"customDescModule":182,"customdescription":6,"mdFm":183,"mdProseHtml":475},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":26},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: NOTICE TO EMPLOYEES OF UNSATISFACTORY BEHAVIOR Dear [Contact name], As [Title and Function] of this company, I was disappointed and humiliated by the behavior of some [Name of firm] employees who attended the meeting on [Day]. The discourtesy shown to [Individual] was unforgivable. Some employees not only [Describe actions] but also [Describe actions]",null,"Notice to Employees of Unsatisfactory Behavior","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/notice-to-employees-of-unsatisfactory-behavior-D619.png","https://templates.business-in-a-box.com/imgs/250px/619.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#619.xml",{"title":15,"description":6},"notice to employees of unsatisfactory behavior",[17,20,23],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Motivation & Appreciation","/templates/motivation-appreciation/",{"label":24,"url":25},"Behavior & Discipline","/templates/employee-behavior-discipline/","notice to employees unsatisfactory behavior","Notice to Employees of Unsatisfactory Behavior Template","https://templates.business-in-a-box.com/imgs/400px/619.png","https://templates.business-in-a-box.com/imgs/600px/619.png",[31,17,20,23],{"label":32,"url":33},"Templates","/templates/",[35,36,37],{"label":32,"url":33},{"label":18,"url":19},{"label":38,"url":39},"Conduct & Discipline","/templates/conduct-and-discipline/",[41,45,49,53,57,61,65,69,73,77,81,85,89,105,121,135,151,167],{"label":42,"url":43,"thumb":44,"extension":10},"Notice to Employees of Bonus Cancellation","/template/notice-to-employees-of-bonus-cancellation-D643","https://templates.business-in-a-box.com/imgs/250px/643.png",{"label":46,"url":47,"thumb":48,"extension":10},"Notice to Employees of New Vacation Policy","/template/notice-to-employees-of-new-vacation-policy-D644","https://templates.business-in-a-box.com/imgs/250px/644.png",{"label":50,"url":51,"thumb":52,"extension":10},"Warning Notice","/template/warning-notice-D622","https://templates.business-in-a-box.com/imgs/250px/622.png",{"label":54,"url":55,"thumb":56,"extension":10},"Employee Handbook For Employees Working From Home","/template/employee-handbook-for-employees-working-from-home-D12736","https://templates.business-in-a-box.com/imgs/250px/12736.png",{"label":58,"url":59,"thumb":60,"extension":10},"Checklist Hiring Employees","/template/checklist-hiring-employees-D564","https://templates.business-in-a-box.com/imgs/250px/564.png",{"label":62,"url":63,"thumb":64,"extension":10},"Discounted Membership for Employees","/template/discounted-membership-for-employees-D637","https://templates.business-in-a-box.com/imgs/250px/637.png",{"label":66,"url":67,"thumb":68,"extension":10},"Disclosure Notice","/template/disclosure-notice-D534","https://templates.business-in-a-box.com/imgs/250px/534.png",{"label":70,"url":71,"thumb":72,"extension":10},"Notice of Promotion","/template/notice-of-promotion-D641","https://templates.business-in-a-box.com/imgs/250px/641.png",{"label":74,"url":75,"thumb":76,"extension":10},"Training New Employees Checklist","/template/training-new-employees-checklist-D13412","https://templates.business-in-a-box.com/imgs/250px/13412.png",{"label":78,"url":79,"thumb":80,"extension":10},"Notice to Employee Unqualified for Christmas Bonus","/template/notice-to-employee-unqualified-for-christmas-bonus-D642","https://templates.business-in-a-box.com/imgs/250px/642.png",{"label":82,"url":83,"thumb":84,"extension":10},"Strategies For Team Building When Employees Work At Home","/template/strategies-for-team-building-when-employees-work-at-home-D13135","https://templates.business-in-a-box.com/imgs/250px/13135.png",{"label":86,"url":87,"thumb":88,"extension":10},"Notice of Job Opening_Letter","/template/notice-of-job-opening_letter-D588","https://templates.business-in-a-box.com/imgs/250px/588.png",{"description":90,"descriptionCustom":6,"label":91,"pages":92,"size":9,"extension":10,"preview":93,"thumb":94,"svgFrame":95,"seoMetadata":96,"parents":98,"keywords":97,"url":104},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":97,"description":6},"employee dismissal letter",[99,101],{"label":18,"url":100},"human-resources",{"label":102,"url":103},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":106,"descriptionCustom":6,"label":107,"pages":92,"size":9,"extension":10,"preview":108,"thumb":109,"svgFrame":110,"seoMetadata":111,"parents":113,"keywords":112,"url":120},"Performance Improvement Plan (PIP) Standard Operating Procedure Department: Human Resources Purpose: This procedure is to help setting up a performance improvement plan for employees having difficulties in their work. Frequency: When needed Procedure: Outline employee work history. Document performance issues. Develop an action plan. Review the performance improvement plan (PIP). Set up meeting with the employee. Explain areas for improvement and plan of action. Supervisor and employee should sign the PIP form. Establish regular follow-up meetings. PIP Conclusion. Definition/Explanation: Performance improvement plan: Process used when an employee has not carried out work to satisfactory standard. Usually undertaken by supervisor with the assistance of his own superior or HR professional","How to Create a Performance Improvement Plan","https://templates.business-in-a-box.com/imgs/1000px/how-to-create-a-performance-improvement-plan-D12564.png","https://templates.business-in-a-box.com/imgs/250px/12564.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12564.xml",{"title":112,"description":6},"how to create a performance improvement plan",[114,117],{"label":115,"url":116},"Business Plan Kit","business-plan-kit",{"label":118,"url":119},"Business Procedures","business-procedures","/template/how-to-create-a-performance-improvement-plan-D12564",{"description":122,"descriptionCustom":6,"label":123,"pages":8,"size":9,"extension":10,"preview":124,"thumb":125,"svgFrame":126,"seoMetadata":127,"parents":129,"keywords":128,"url":134},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":128,"description":6},"job offer letter long",[130,131],{"label":18,"url":100},{"label":132,"url":133},"Hire an Employee","hire-employee","/template/job-offer-letter-long-D12769",{"description":136,"descriptionCustom":6,"label":137,"pages":138,"size":9,"extension":10,"preview":139,"thumb":140,"svgFrame":141,"seoMetadata":142,"parents":144,"keywords":143,"url":150},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":143,"description":6},"employment agreement_at will employee",[145,146,147],{"label":18,"url":100},{"label":132,"url":133},{"label":148,"url":149},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":152,"descriptionCustom":6,"label":153,"pages":154,"size":155,"extension":10,"preview":156,"thumb":157,"svgFrame":158,"seoMetadata":159,"parents":160,"keywords":165,"url":166},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[161,162],{"label":18,"url":100},{"label":163,"url":164},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":168,"descriptionCustom":6,"label":169,"pages":170,"size":9,"extension":10,"preview":171,"thumb":172,"svgFrame":173,"seoMetadata":174,"parents":176,"keywords":175,"url":181},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":175,"description":6},"non disclosure agreement nda",[177,178],{"label":148,"url":149},{"label":179,"url":180},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",false,{"seo":184,"reviewer":195,"quick_facts":199,"at_a_glance":201,"personas":205,"variants":230,"glossary":254,"clauses":285,"how_to_fill":331,"common_mistakes":367,"faqs":384,"industries":409,"comparisons":426,"diy_vs_pro":440,"related_template_ids_curated":453,"schema":463,"classification":465},{"meta_title":185,"meta_description":186,"primary_keyword":15,"secondary_keywords":187},"Notice to Employees of Unsatisfactory Behavior Template (Free Word)","Free notice to employees of unsatisfactory behavior template. Document misconduct formally, set expectations, and protect your business. Used in 190+ countries. Free Word and PDF download.",[188,189,190,191,192,193,194],"employee behavior notice template","unsatisfactory behavior letter","employee misconduct notice","formal warning letter employee","employee notice letter template word","written warning employee behavior","employee disciplinary notice template",{"name":196,"credential":197,"reviewed_date":198},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":200,"legal_review_recommended":182,"signature_required":182},"easy",{"what_it_is":202,"when_you_need_it":203,"whats_inside":204},"A Notice to Employees of Unsatisfactory Behavior is a formal written communication from an employer to an employee documenting a specific instance of misconduct, poor conduct, or a policy violation. This free Word download gives managers a ready-to-edit letter they can complete, print, and deliver in under 15 minutes — creating a clear, dated record of the issue and the corrective action expected.\n","Use it when an employee's behavior — such as repeated tardiness, disrespectful conduct toward colleagues, or violation of a workplace policy — needs to be formally addressed in writing after a verbal warning has not resolved the issue, or when the severity of the incident warrants skipping straight to a written notice.\n","The letter covers the employee's details and the date of the notice, a factual description of the specific behavior observed, reference to the policy or standard violated, the corrective action required, and the consequences of continued noncompliance. It is written in a direct, professional tone designed to inform rather than antagonize.\n",[206,210,214,218,222,226],{"title":207,"use_case":208,"icon_asset_id":209},"Small business owners","Formally documenting employee misconduct without an HR department on staff","persona-small-business-owner",{"title":211,"use_case":212,"icon_asset_id":213},"HR managers","Issuing a consistent, policy-aligned written notice as part of a progressive discipline process","persona-hr-manager",{"title":215,"use_case":216,"icon_asset_id":217},"Operations managers","Addressing repeated behavioral issues on a team before escalating to termination","persona-operations-director",{"title":219,"use_case":220,"icon_asset_id":221},"Retail and hospitality supervisors","Documenting customer-facing conduct issues with a timestamped written record","persona-retailer",{"title":223,"use_case":224,"icon_asset_id":225},"Startup founders","Handling a first disciplinary situation with a professional written process before the business has formal HR","persona-startup-founder",{"title":227,"use_case":228,"icon_asset_id":229},"Office administrators","Preparing and filing a behavior notice on behalf of a department manager","persona-office-administrator",[231,234,238,242,246,250],{"situation":232,"recommended_template":7,"slug":233},"First incident of minor misconduct following a verbal warning","notice-to-employees-of-unsatisfactory-behavior-D619",{"situation":235,"recommended_template":236,"slug":237},"Second or third offense requiring escalation within a discipline process","Final Written Warning Letter","final-warning-before-dismissal-D511",{"situation":239,"recommended_template":240,"slug":241},"Persistent or severe attendance and punctuality problems","Employee Warning Letter for Attendance","attendance-policy-D12625",{"situation":243,"recommended_template":244,"slug":245},"Performance deficiencies rather than behavioral misconduct","Performance Improvement Plan","how-to-create-a-performance-improvement-plan-D12564",{"situation":247,"recommended_template":248,"slug":249},"Gross misconduct or policy breach requiring immediate formal action","Employee Termination Letter","employee-dismissal-letter-D508",{"situation":251,"recommended_template":252,"slug":253},"Informal coaching prior to any written notice","Verbal Warning Documentation Form","warning-notice-D622",[255,258,261,264,267,270,273,276,279,282],{"term":256,"definition":257},"Progressive Discipline","A structured HR process that applies increasingly serious corrective steps — verbal warning, written notice, final warning, termination — proportionate to repeated or escalating misconduct.",{"term":259,"definition":260},"Written Notice","A formal letter delivered to an employee documenting a specific policy violation or behavioral issue and stating the expected corrective action.",{"term":262,"definition":263},"Misconduct","A specific action or pattern of behavior by an employee that violates a workplace policy, code of conduct, or reasonable standard of professional behavior.",{"term":265,"definition":266},"Corrective Action","The specific change in behavior or performance an employer requires from the employee, stated clearly and with a defined timeline.",{"term":268,"definition":269},"Acknowledgment of Receipt","A line or section at the bottom of a notice where the employee signs or initials to confirm they received and read the document — not necessarily that they agree with it.",{"term":271,"definition":272},"At-Will Employment","An employment arrangement in the US where either party may end the relationship at any time for any lawful reason — written notices help document the record before any termination decision.",{"term":274,"definition":275},"Code of Conduct","A company's written set of behavioral standards and expectations that employees are required to follow, often referenced in a behavior notice.",{"term":277,"definition":278},"Documentation Trail","A chronological file of written records — notices, performance reviews, disciplinary letters — that supports an employer's decision-making and provides evidence if a termination is later disputed.",{"term":280,"definition":281},"Probationary Period","A defined initial employment window — typically 30–90 days — during which behavior and performance are closely evaluated and disciplinary standards may differ.",{"term":283,"definition":284},"HR File","The employer's confidential record of an employee's employment history, including performance reviews, disciplinary notices, and compensation changes.",[286,291,296,301,306,311,316,321,326],{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Header and recipient details","States the employee's full name, job title, department, and the date of the notice — establishing an unambiguous record of who received it and when.","Date: [DATE] | To: [EMPLOYEE FULL NAME], [JOB TITLE], [DEPARTMENT] | From: [MANAGER NAME], [MANAGER TITLE]","Using only the employee's first name or nickname. If the notice ends up in a legal file, an informal address creates unnecessary ambiguity about which employee is referenced.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Subject line","A brief, direct subject line that identifies this as a formal notice of unsatisfactory behavior rather than a general communication.","Subject: Formal Notice of Unsatisfactory Behavior — [DATE OF INCIDENT]","Using a vague subject like 'Important HR Matter.' A clear subject line signals the letter's purpose from the outset and removes any later claim that the employee did not understand its seriousness.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Opening statement of purpose","The first paragraph states plainly that the letter is a formal notice and identifies the nature of the behavioral issue without yet providing full detail.","This letter serves as a formal written notice regarding your conduct on [DATE OF INCIDENT], which did not meet the standards of behavior expected of employees at [COMPANY NAME].","Opening with an apology or hedging language such as 'We regret to inform you.' This undermines the authority of the notice and can later be interpreted as reluctance on the employer's part.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Description of the specific behavior","A factual, objective account of exactly what occurred — including date, time, location, and any witnesses — without editorial commentary or assumptions about intent.","On [DATE] at approximately [TIME], in [LOCATION], you [DESCRIPTION OF BEHAVIOR]. This incident was observed by [WITNESS NAME / TITLE] and is documented in [SOURCE, if applicable].","Using subjective language like 'you had a bad attitude' instead of describing specific observable actions. Vague characterizations are difficult to defend and easy for the employee to dispute.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Policy or standard violated","Identifies the specific company policy, handbook section, or workplace standard that the behavior breached, giving the notice a concrete anchor beyond the manager's personal judgment.","Your conduct on this occasion is in violation of Section [X] of the [COMPANY NAME] Employee Handbook, which states: '[POLICY LANGUAGE].'","Omitting any policy reference entirely. A notice that relies solely on a manager's opinion rather than a written standard is far harder to defend if the employee files a complaint or legal challenge.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Reference to prior warnings or incidents","Notes any previous verbal or written warnings related to the same or similar behavior, establishing a pattern and demonstrating that the employee has been given prior notice.","This follows a verbal warning issued on [DATE] by [MANAGER NAME] regarding [RELATED BEHAVIOR]. A record of that discussion is on file.","Referencing prior warnings that were never documented. If a verbal warning was not recorded at the time, avoid claiming it occurred — the omission creates more credibility risk than simply treating this as a first notice.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Required corrective action and timeline","States clearly what the employee must do differently, by when, and what support or resources the employer is providing — turning the notice into an actionable directive rather than a reprimand alone.","Effective immediately, you are required to [SPECIFIC BEHAVIOR CHANGE]. Progress will be reviewed on [DATE]. The company will provide [SUPPORT / RESOURCE] to assist you in meeting this expectation.","Stating only what the employee must stop doing without defining what acceptable behavior looks like. Employees need a positive behavioral target, not just a prohibition.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Consequences of continued noncompliance","Clearly states what will happen if the behavior continues or recurs — typically escalation to a final written warning, suspension, or termination — so the employee understands the stakes.","Failure to meet the expectations outlined above may result in further disciplinary action, up to and including termination of employment, in accordance with [COMPANY NAME] policy.","Threatening consequences the company is not actually prepared to follow through on. If you state 'immediate termination' as a consequence but the company's policy requires a final warning first, the notice undermines your own process.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Acknowledgment and signature block","A brief closing paragraph inviting the employee to discuss the notice, followed by a signature line for the issuing manager and an acknowledgment line for the employee.","Please sign below to acknowledge receipt of this notice. Your signature indicates receipt only and does not necessarily indicate agreement with its contents. If you wish to discuss this matter, please contact [HR CONTACT / MANAGER NAME] at [CONTACT DETAILS].","Omitting the acknowledgment line entirely and simply handing over the letter. Without a signed or dated receipt, the employee can later claim they never received it — eliminating the documentation trail entirely.",[332,337,342,347,352,357,362],{"step":333,"title":334,"description":335,"tip":336},1,"Complete the header with full, accurate details","Enter the employee's full legal name, job title, department, the date of the notice, and your name and title as the issuing manager. Cross-check spelling against the employee's HR file.","Use the date the notice is delivered, not the date of the incident — these are often different, and misdating the notice creates timeline confusion.",{"step":338,"title":339,"description":340,"tip":341},2,"Write a factual description of the incident","Describe the specific behavior using observable facts: date, time, location, what was said or done, and any witnesses. Avoid interpretive language, adjectives about character, or assumptions about motive.","Apply the 'security camera' test — if a camera had recorded the incident, would your description match the footage? If not, revise until it would.",{"step":343,"title":344,"description":345,"tip":346},3,"Cite the specific policy or standard violated","Open the employee handbook or code of conduct and identify the exact section number and language that applies to the behavior. Paste or paraphrase it directly into the notice.","If no written policy covers the behavior, reference the general workplace conduct standard and add a note to update the handbook — issuing the notice without any standard anchor is still better than not issuing one.",{"step":348,"title":349,"description":350,"tip":351},4,"Note any prior warnings or related incidents","If a verbal or prior written warning was issued for the same or similar conduct, reference it with the date and the manager who issued it. Confirm the prior record is on file before referencing it.","Never reference a verbal warning that was not documented at the time — it creates a credibility gap that the employee can exploit.",{"step":353,"title":354,"description":355,"tip":356},5,"State the required corrective action clearly","Define the specific behavioral change expected, give a timeline for improvement, and note any support the company will provide. Make the standard concrete enough that both parties can later agree on whether it was met.","Phrases like 'improve your attitude' are unenforceable. Use specific, observable actions: 'Arrive at your scheduled start time of 8:00 a.m. on all working days.'",{"step":358,"title":359,"description":360,"tip":361},6,"State the consequences of noncompliance","Reference the next step in your progressive discipline process — final written warning, suspension, or termination — and confirm this is consistent with your company's actual policy before including it.","Match the severity of the consequence to your company's documented discipline ladder. Overstating consequences you cannot legally deliver weakens your position in any later dispute.",{"step":363,"title":364,"description":365,"tip":366},7,"Deliver the notice and obtain acknowledgment","Deliver the notice in person where possible, with an HR representative or second manager present as a witness. Ask the employee to sign the acknowledgment line and provide them with a copy.","If the employee refuses to sign, note 'Employee declined to sign — delivered in person on [DATE] in the presence of [WITNESS NAME]' on the employer's copy before filing it.",[368,372,376,380],{"mistake":369,"why_it_matters":370,"fix":371},"Using subjective or emotional language","Phrases like 'your attitude is unacceptable' or 'you were disrespectful as always' are opinion-based and easy to dispute — they shift focus from the behavior to a perceived personal attack.","Replace every subjective characterization with a specific, observable action: what the employee said, did, or failed to do, at a specific time and place.",{"mistake":373,"why_it_matters":374,"fix":375},"Omitting the policy or standard violated","Without a written standard to anchor the notice, the employee can argue the expectation was never communicated — and a tribunal or court may agree.","Always cite the specific handbook section, code of conduct clause, or documented workplace standard that the behavior breached.",{"mistake":377,"why_it_matters":378,"fix":379},"Issuing the notice without a prior documented verbal warning","Skipping steps in a progressive discipline process can expose the employer to claims of unfair treatment, particularly if the employee is in a protected class or jurisdiction with strong employee protections.","Follow your policy's discipline ladder. If the incident warrants bypassing verbal warning, document the reason explicitly in the notice: 'Due to the severity of this incident, this written notice is issued without a prior verbal warning.'",{"mistake":381,"why_it_matters":382,"fix":383},"Filing the notice without getting a signed receipt","An unsigned notice is difficult to prove was delivered — the employee can deny receipt, negating the documentation trail entirely if the matter escalates to termination or litigation.","Always include an acknowledgment line, obtain the employee's signature or a witness attestation if they refuse, and keep a copy in the employee's HR file.",[385,388,391,394,397,400,403,406],{"question":386,"answer":387},"What is a notice to employees of unsatisfactory behavior?","A notice to employees of unsatisfactory behavior is a formal written letter from an employer to an employee documenting a specific incident of misconduct or a violation of workplace policy. It describes the behavior factually, identifies the standard that was breached, states what corrective action is required, and warns of consequences if the behavior continues. It is typically used as part of a progressive discipline process.\n",{"question":389,"answer":390},"When should I issue a written notice rather than a verbal warning?","Issue a written notice when a verbal warning has already been given and the behavior has not improved, when the severity of the incident warrants immediate formal documentation, or when your company policy specifies written notice for certain categories of misconduct. Written notices are also appropriate when you need a clear, dated record for your HR file before considering further disciplinary action.\n",{"question":392,"answer":393},"Does the employee have to sign the notice?","The employee's signature on the acknowledgment line confirms receipt only — it does not mean they agree with the notice's contents. If an employee refuses to sign, note the refusal on the employer's copy along with the delivery date and the name of any witness present, then file it. The refusal itself does not invalidate the notice.\n",{"question":395,"answer":396},"Can a notice of unsatisfactory behavior be used as evidence in a termination dispute?","Yes — a properly dated and factually written notice is one of the most useful pieces of documentation in a termination dispute. It demonstrates that the employer identified the issue, communicated expectations clearly, and gave the employee an opportunity to correct the behavior before any termination decision was made. Courts and employment tribunals look favorably on employers who followed a documented, consistent process.\n",{"question":398,"answer":399},"What is the difference between a notice of unsatisfactory behavior and a performance improvement plan?","A behavior notice addresses a specific conduct issue — tardiness, policy violation, disrespectful conduct — and is typically a shorter, more immediate document. A performance improvement plan (PIP) addresses ongoing performance deficiencies — output quality, productivity, skill gaps — with a structured 30- to 90-day improvement program. Some employees receive both: a notice for a conduct incident and a concurrent PIP for underlying performance issues.\n",{"question":401,"answer":402},"How many written notices should I issue before terminating an employee?","Most progressive discipline policies involve one to two written notices before a final warning, with termination as the last step. The right number depends on your company's documented policy, the severity of the conduct, and the jurisdiction. For gross misconduct — violence, theft, serious harassment — a single notice (or none) before termination is often defensible. For minor recurring issues, two to three documented steps are standard practice before termination.\n",{"question":404,"answer":405},"Should I have HR present when delivering a behavior notice?","Having an HR representative or a second manager present when delivering a written notice is strongly recommended. It provides a witness to the delivery, reduces the likelihood of a heated confrontation, and demonstrates that the process was handled professionally. If HR is not available, a second manager or department lead can serve the same function.\n",{"question":407,"answer":408},"What should I do if the employee denies the behavior described in the notice?","Allow the employee to provide their account in writing if they wish — this is good practice and, in some jurisdictions, a procedural requirement. File their response alongside the notice in the HR file. The notice itself does not require the employee's agreement to be valid; it requires only that it was delivered and that the facts it contains were documented accurately and in good faith.\n",[410,414,418,422],{"industry":411,"icon_asset_id":412,"specifics":413},"Retail and hospitality","industry-retail","High staff turnover and customer-facing roles make consistent written documentation of conduct issues essential for defending termination decisions.",{"industry":415,"icon_asset_id":416,"specifics":417},"Construction and trades","industry-construction","Safety-related behavioral violations — ignoring PPE requirements, verbal aggression on site — require immediate written notice given the direct link to liability and regulatory compliance.",{"industry":419,"icon_asset_id":420,"specifics":421},"Healthcare","industry-healthtech","Conduct affecting patient safety or dignity demands a formal written record aligned to both HR policy and any professional licensing body's standards of practice.",{"industry":423,"icon_asset_id":424,"specifics":425},"Professional services","industry-professional-services","Client-facing misconduct — inappropriate communication, breach of confidentiality protocols — must be documented in writing to protect the firm's professional reputation and client relationships.",[427,430,433,436],{"vs":244,"vs_template_id":428,"summary":429},"performance-improvement-plan-D13267","A performance improvement plan addresses ongoing gaps in output, skill, or productivity over a 30- to 90-day structured period. A behavior notice addresses a specific conduct incident and is typically a shorter, immediate document. Use a notice for conduct; use a PIP for performance. Both can run concurrently when an employee has issues in both areas.",{"vs":248,"vs_template_id":431,"summary":432},"termination-letter-D515","A termination letter formally ends the employment relationship after a decision has been made. A behavior notice is issued earlier in the discipline process to give the employee an opportunity to correct the problem before termination is considered. Issuing a notice before a termination letter strengthens the employer's documented record significantly.",{"vs":252,"vs_template_id":434,"summary":435},"D{VERBAL_WARNING_ID}","A verbal warning documentation form records an informal spoken conversation about a conduct issue — it is the first step in a progressive discipline ladder and is not delivered to the employee. A written behavior notice is a formal document delivered to the employee, and it carries more weight in any subsequent disciplinary or legal proceeding.",{"vs":437,"vs_template_id":438,"summary":439},"Employee Disciplinary Action Form","D{DISCIPLINARY_ACTION_FORM_ID}","A disciplinary action form is an internal HR checklist or record used to log discipline decisions and approvals within the organization. A notice to employees of unsatisfactory behavior is the outward-facing document delivered directly to the employee. Both should be completed and filed together for any formal discipline incident.",{"use_template":441,"template_plus_review":445,"custom_drafted":449},{"best_for":442,"cost":443,"time":444},"Managers and small business owners handling standard conduct issues with a documented company policy in place","Free","10–15 minutes per notice",{"best_for":446,"cost":447,"time":448},"Notices involving protected-class employees, unionized workplaces, or conduct that may precede termination","$100–$300 for an HR consultant or employment lawyer review","1–2 business days",{"best_for":450,"cost":451,"time":452},"Complex misconduct cases involving potential legal claims, regulatory investigations, or senior executives","$500–$1,500+ for employment counsel","2–5 business days",[249,245,454,455,456,249,457,458,459,460,461,462],"job-offer-letter-long-D12769","employment-agreement_at-will-employee-D541","employee-handbook-D712","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","remote-work-agreement-D13282","fixed-term-contract-D13225","employment-agreement-executive-D543","temporary-employment-contract-D12734",{"emit_how_to":464,"emit_defined_term":464},true,{"primary_folder":100,"secondary_folder":466,"document_type":467,"industry":468,"business_stage":469,"tags":470,"confidence":474},"conduct-and-discipline","notice","general","all-stages",[467,471,466,472,473],"hr","policy-enforcement","documentation",0.95,"\u003Ch2>What is a Notice to Employees of Unsatisfactory Behavior?\u003C/h2>\n\u003Cp>A \u003Cstrong>Notice to Employees of Unsatisfactory Behavior\u003C/strong> is a formal written letter issued by an employer to an employee documenting a specific incident of misconduct or a violation of workplace policy. It describes the behavior factually, identifies the company standard or policy that was breached, states the corrective action required, and warns of consequences if the behavior continues or recurs. Unlike a verbal warning, this notice creates a dated, signed record in the employee's HR file that can support further disciplinary steps — including termination — if the situation escalates.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Handling conduct issues informally — through conversation alone — leaves employers with no paper trail when a situation escalates to termination or a legal dispute. Employment tribunals and courts consistently ask whether the employer communicated expectations clearly, gave the employee a fair opportunity to correct the behavior, and followed a consistent process. A written notice answers all three questions at once. Without it, even a well-founded termination can be challenged successfully. This template gives managers a structured, professionally worded starting point so that every formal notice your business issues is factually grounded, policy-anchored, and legally defensible — regardless of whether you have a dedicated HR team.\u003C/p>\n",1781186027302]