I have provided an employee letter of reprimand example below on attendance, sexual harassment, insubordination, and disrespectful behavior.
The most important thing to keep in mind when issuing any discipline is to be fair and consistent while treating everyone the same. This is the biggest and most costly mistake that most business owners and manager make. If you have never heard the term EEO you will soon know it very well if you do not follow this advice.
Dear Mr. Alex Goodfellow:
This letter of reprimand is being issued to you for failing to follow the company’s policy on attendance.
Specifically, you had three unscheduled absent periods on June 3, June 22, and July 6, 2011. Although you did call prior to your shift beginning and notified your supervisor you are only permitted to have no more than two unscheduled absent periods in a one year rolling calendar period without providing medical documentation substantiating the illness or injury.
Going forward if you have another unscheduled absent period, or fail to follow any other company policy or rule you will be subject to additional discipline up to and including possible termination.
If there is an underlying reason for your unscheduled absences I would strongly encourage you to speak with your supervisor about certain state and federal programs, such as, the Family Medical Leave Act.
Dear John Winters:
You are being issued this letter of reprimand for violating our policy of sexual harassment.
Specifically, on April 1, 2011, you persisted at asking a fellow employee to go on a date with you after she continued to make it very clear that she was not interested in your advances.
Mr. Winters, our sexual harassment policy is very clear in that all employees are entitled to a workplace free from harassment. That includes not being consistently approached with romantic intentions once an employee has indicated they are not interested.
In the future if you are found to have violated our sexual harassment policy again you will be subject to disciplinary action up to and including possible dismissal. In addition, you are not to approach or retaliate in any way against Ms. Heather Daniels. The consequences for doing so will result in immediate termination.
Dear Elizabeth Ramsey:
You are being provided this reprimand letter for insubordination.
On September 22, 2011, you refused to comply with your supervisors request to watch the telephones during a fellow employees lunch break. You specifically stated that this type of work was beneath you and that they needed to get someone else to do it! On January 5, 2011, you acknowledged by your signature that you had read and understood our policies contained in our Employee Manual, which covers the policy on Insubordination.
Ms. Ramsey, if any time in the future you refuse to take direction from anyone in a leadership position at this company you will be subject to immediate dismissal. The only exception to this would be if you are directed to perform a task that is illegal, immoral, or unsafe. <BR><BR><BR><BR>
Dear Ms. Paula Gomez:
This letter of reprimand is for your failure to comply with our company’s policy on disrespectful behavior.
Specifically, on May 4, 2011, at approximately 9:45 am you told another employee that they were not doing their share of the work and they better start. After your supervisor questioned you immediately following this incident you acknowledged that you had made the statement and that you wished you had not done so.
Ms. Gomez, it is very important that you conduct yourself professionally at all times in the workplace. This includes treating everyone with respect and courtesy.
Any future violations of this policy or any policy or rule will subject you to additional disciplinary action, up to and including possible termination.
Thank you and May God Bless You!
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