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<performance/conduct> did not improve your employment may be terminated. [Remove the below section if you are going straight from a first to a final warning letter.] At our meeting on , your <performance/conduct> was again reviewed and you were advised that improvement had not been achieved to the level required by the employer. You were provided with a second warning letter dated . As I advised at our meeting on , your performance has not improved and continues to be unsatisfactory. This is a final warning letter. If significant improvement in your <performance/conduct> is not achieved by your employment may be terminated. To reiterate, our expectation is that you . [It is very important that you do not set requirements that are discriminatory, unlawful, or otherwise unreasonable. If you are unsure how to manage a performance or conduct issue, seek advice from a lawyer or your employer association.] I propose that we meet again on to review your progress. If you wish to respond to this final warning letter, please do so by contacting me on or by replying in writing.