Employee Reprimands: A Guide to Documentation and Communication

This letter serves as a formal reprimand regarding [specific issue or behavior] that occurred on [date]. As outlined in our [company policy/code of conduct], this behavior is unacceptable and will not be tolerated.

On [date of incident], you [describe the specific actions or behavior in detail]. This [action/behavior] violated [specific policy/rule]. We expect you to [clearly state expected changes or improvements]. Failure to meet these expectations may result in further disciplinary action, up to and including termination of employment.

Your recent performance in [specific areas] has not met company expectations. This is a formal warning to address these concerns and outline a plan for improvement. We will provide support and resources to help you succeed, but continued unsatisfactory performance may result in further disciplinary action.

On [date], [Employee Name] received a written reprimand for excessive personal phone use. [Employee Name] agreed to limit outgoing personal calls to two per day and to a maximum of five minutes each. They acknowledged their understanding and expressed commitment to improvement.

Both [Employee Name] and [Supervisor Name] have reviewed and signed this document to confirm its accuracy.

On [date], [Employee Name] was reprimanded for smoking in the commons area during business hours. They acknowledged awareness of the smoking policy, which allows smoking only in designated outdoor areas, and were reminded of potential consequences for further violations.

On [date], [Employee Name] received a second warning for frequent tardiness. The first warning was issued on [date]. [Employee Name] understands that continued tardiness may result in dismissal and has agreed to improve punctuality going forward.

On [date], [Employee Name] was reprimanded for failing to document personal use of a company vehicle. [Employee Name] agreed to obtain prior permission and properly document any future personal use. This reprimand will remain in their personnel file for one year, and any further infractions may result in dismissal.

On [date], [Employee Name] received a reprimand for using inappropriate language towards a coworker. The incident was witnessed by [Witness Name] and reported to management. [Employee Name] acknowledged their wrongdoing and apologized. They understand that further incidents will result in disciplinary action.

This letter serves as a formal reprimand for violating the company dress code on [date]. As outlined in our employee handbook, professional attire is required at all times. Repeated violations may lead to further disciplinary actions.

On [date], you failed to follow established safety protocols while performing [task]. This is a serious matter, as it jeopardizes your safety and the safety of others. We expect you to adhere to all safety guidelines to prevent future incidents.

You have been found to be misusing company resources by [specific actions]. This is a violation of company policy and will not be tolerated. We expect you to use company resources responsibly and solely for work-related purposes.

Your recent behavior towards [person/group] was unprofessional and unacceptable. We expect all employees to maintain a respectful and collaborative work environment. We will not tolerate any form of harassment or discrimination.

You have violated our company's confidentiality agreement by [specific actions]. This is a serious matter that could have negative consequences for our clients and our company. We expect you to maintain the confidentiality of sensitive information at all times.

Your refusal to follow instructions from your supervisor on [date] is considered insubordination. We expect all employees to respect the chain of command and follow directions from their supervisors. Continued insubordination will result in disciplinary action.

This documents the actions taken regarding sexual harassment complaints against [Employee Name]. [Employee Name] was notified of the complaints and met with [Supervisor Name] on [date] to discuss them. The specific nature of each complaint and relevant company policies were reviewed.

[Employee Name] was informed that continued substantiated complaints could lead to termination. They agreed to attend training sessions on appropriate workplace behavior.