An employee reprimand is an official notice to an employee, either verbal or written, that his or her performance is failing in some expected component. The employee reprimand is provided following the failure of informal supervisory coaching to help the employee improve the required performance.
The employee reprimand, in addition to employee performance improvement, also provides the documentation necessary for an organization to fire an employee. If an employee's performance fails to improve during a series of disciplinary action steps, the employer has legally documented the steps taken to help an employee improve and retain employment.
The employer has demonstrated the steps taken to help the employee improve performance. The employer has also demonstrated that he or she did take necessary action to help an employee improve and that subsequent disciplinary action was not arbitrary.
While steps in disciplinary action, that include an employee reprimand, or a series of reprimands, differ from company to company, and even within a company, depending on the nature of the non-performance, the reprimand is a negative event.
An employee has failed to perform at a level the employer determines requires disciplinary action. Thus, an employee reprimand is issued. In keeping with the policy outlined in the employee handbook, an employee reprimand may be the first, the last, or the only step required before employment termination, depending on the severity of the non-performance or the precipitating event.
Here's more information about how to write a letter of reprimand.
Sample Letters of Reprimand
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.