Written Reprimand Sample -- FEC

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Date Posted: 00:40:00 07/19/12 Thu
Author: Sample Letter of Reprimand
Subject: Written Reprimand Sample
In reply to: Wednesday 11/4/20128.15amletter datedThursday April 5th 2012 's message, "Disciplinary Action / Warning Letters" on 00:36:39 07/19/12 Thu

Written Reprimand Sample
Use This Written Reprimand for Employee Attendance Problems
By Susan M. Heathfield, About.com Guide
.See More About:reprimand letter samplesperformance improvementdisciplinary actionperformance feedbackemployee reprimands
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This sample written reprimand is issued to a non-performing employee so that he or she understands the gravity of the problem that the failure to perform is creating. In a role that requires consistent attendance, this written reprimand corrects the behavior of a tardy employee. The written reprimand provides documentation for the employer. The written reprimand is a serious call for immediate improved performance by the employee.

Written Reprimand
To:

From:

Date:

Re: Written Reprimand for Attendance

This is an official written reprimand for your failure to perform the required functions of your position by attending work on time and as scheduled. You have arrived over fifteen minutes late for work on four occasions in the past two weeks.

Since timely attendance is a significant factor in serving our customers in your customer service role, this attendance is unacceptable. Phone coverage is scheduled to provide optimum service to customers.

When you arrive late for your shift, we are forced to ask another employee to cover for you. This entails both an inconvenience for your coworker, and disrespect for his or her schedule, and the creation of overtime expenses for your employer.

You have received verbal counseling for earlier tardy and absenteeism problems on several occasions. The verbal counseling is not having the impact that we had expected on your attendance. Consequently, this written reprimand is reminding you of the critical importance of your attending work on time and as scheduled. Attendance at work, on time and as scheduled, is a core requirement of your job description.

Continuing attendance problems will result in further disciplinary action up to and including employment termination.

A copy of this written reprimand will be placed in your official personnel file.

Signature:

Supervisor Name:

Date:

Receipt of Written Reprimand
I acknowledge receipt of this written reprimand. My acknowledgement does not necessarily signify my agreement with its contents. I understand that a copy of this written reprimand will be placed in my official personnel file. I also understand that I have the right to prepare a written response that will be attached to the original written reprimand in my file.

Signature:

Employee Name:

Date:

More Sample Letters of Reprimand
•Sample Letter of Reprimand: Management Indiscretion
Disclaimer: Please note that Susan makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice on this website, but she is not an attorney, and the content on the site is not to be construed as legal advice. The site has a world-wide audience and employment laws and regulations vary from state to state and country to country, so the site cannot be definitive on all of them for your workplace. When in doubt, always seek legal counsel. The information on the site is provided for guidance only, never as legal advice.
Sample Letter of Reprimand
Sample Letter of Reprimand for Poor Employee Performance
By Susan M. Heathfield, About.com Guide
.See More About:reprimand letter samplesperformance improvementdisciplinary actionperformance feedbackemployee reprimands
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This sample reprimand letter will serve as a guide as you prepare reprimand letters. Use this sample reprimand when the performance of your employee warrants a formal, official, documented reprimand.

Letter of Reprimand
To:

From:

Date:

Re: Letter of Reprimand

This is an official written reprimand for your failure to perform the functions of your position appropriately to safeguard the confidential knowledge you have acquired about the employees who report to you. Revealing information, that was shared with you in confidence by an employee, to other employees, is a violation of the confidentiality rights of the employee.

It is also a breach of your expected and entrusted managerial role. In fact, even if the employee had not specified that the information shared with you was confidential, discussing employee business with another employee, under any circumstances, is a failure on your part to perform your expected management role. The severity of your actions justifies disciplinary action up to employment termination.

You have received verbal counseling for an earlier offense in which you revealed confidential information entrusted to you by an employee. With this letter of reprimand, I am reminding you of the critical importance of safeguarding confidential information that your role requires. I am also reminding you of the critical importance that your exercise of dependable good judgment as an employee entrusted with management responsibilities requires. Because of your position, further diligence in carrying out your responsibilities is required for the future.

Another breach in our confidence in your ability to carry out any of your expected managerial roles will result in additional disciplinary action up to and including the possibility of employment termination.

A copy of this reprimand will be placed in your official personnel file.

Signature:

Supervisor Name:

Date:

Acknowledgement of Receipt
I acknowledge receipt of this written reprimand. My acknowledgement does not necessarily signify my agreement with its content. I understand that a copy of this reprimand will be placed in my official personnel file and that I have the right to prepare a written response that will be attached to the original letter of reprimand.

Signature:

Employee Name:

Date:

More Sample Letters of Reprimand
•Written Reprimand Sample: Attendance
Disclaimer: Please note that Susan makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice on this website, but she is not an attorney, and the content on the site is not to be construed as legal advice. The site has a world-wide audience and employment laws and regulations vary from state to state and country to country, so the site cannot be definitive on all of them for your workplace. When in doubt, always seek legal counsel. The information on the site is provided for guidance only, never as legal advice.

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