Prepare a response to a workplace letterAnswer a few questions about the letter in front of you. Each answer shows what published Australian workplace procedures say about that point, with a link to the source.

Does the letter set out what you are said to have done — the specific conduct, and when and where it is said to have happened?

Does the letter say how long you have to respond?

Does the letter tell you what material the decision-maker is relying on?

Does the letter say whether you can bring a support person to any meeting?

Is this letter about whether something happened, or about a penalty that is being considered?

Does the letter say what standard the decision will be made on?

Is each allegation set out separately, with its own specific conduct, date and place?

Does the notice give you enough about who has said what to be able to answer it?

Have you been told whether a meeting is for gathering facts, or is your opportunity to answer the allegations?

Have you been asked whether there is other evidence that supports your account?

If new information has come up since the notice, have you been given a chance to respond to it?

Does the notice say what happens if you choose not to respond?

Does the plan set out clearly what outcomes are expected of you?

Had you been getting regular feedback on your work before the plan?

Were the performance gaps raised with you and written down, and were you given time to put them right, before the plan started?

Does the plan identify training or development to help you meet the expectations?