Connecticut Sample Written Reprimand for Violation of Company Policies
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How to fill out Sample Written Reprimand For Violation Of Company Policies?
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FAQ
As advised at our meeting on [date], your performance has not improved and continues to be unsatisfactory. This is a final written warning. If significant improvement in your behavior is not achieved by [date] and you continue to [behave inappropriately], we may terminate your employment.
If it was a minor violation, give them a gentle reminder of what the policy says and document the incident as well as the response to it. If what happened was more severe, a written warning and an investigation may be necessary.
I believe the nature of your [unacceptable performance and/or misconduct] is sufficient to cause me to conclude that you did not meet a reasonable standard of conduct as an employee of [agency/department name], thus warranting this written reprimand.
In the written reprimand, formally state that the employee's behavior or actions were unacceptable and a violation of policy. Reiterate the specific issues discussed in your meeting. Outline expected and acceptable behavior or performance going forward. Explain any consequences, such as probation or suspension.
Be sure to give examples of deficiencies i.e., who, what, when, where and how. Provide specific details including dates of previous disciplinary actions, unacceptable performance and/or conduct, management intervention, and the consequences to the agency/public.]
You are officially failing to perform for the following reason(s). Based on [policy or performance requirement], you are failing to meet your performance measurements for your job despite [list previous communication or training efforts].
Dear [Employee Name], I am writing this letter to bring to your attention the concerns I have regarding your recent work performance. It has come to my attention that your work has not met the standards and expectations that are set for your role.
How to write a disciplinary letter Address and date the letter. ... State the reason for the letter. ... Include details of the performance issue or misconduct. ... Detail any policies or other rules the employee has broken. ... Stipulate what changes you want to see. ... Explain the next steps in the disciplinary procedure.