The Written Reprimand Form is a crucial document in the formal disciplinary process under English and Welsh employment law. It should be used when verbal warnings have proven ineffective or when the severity of an incident requires immediate formal documentation. The form serves as an official record of misconduct, detailing specific incidents, policy violations, and required corrective actions. It must align with ACAS guidelines and the Employment Rights Act 1996, providing clear documentation of the disciplinary process while protecting both employer and employee rights. The document typically follows after an investigation and disciplinary meeting, forming part of the employee's permanent record.
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1. Employee Information: Full name, position, department, employee ID
2. Incident Details: Specific description of the violation or misconduct, including date, time, and location
3. Policy Reference: Citation of specific company policies or rules that were violated
4. Corrective Action: Clear statement of required improvements and specific steps the employee must take
5. Consequences: Statement of potential consequences if behavior continues or improvements are not made
6. Acknowledgment: Space for signatures of all parties and date of issuance
1. Previous Warnings: Section detailing any prior disciplinary actions or warnings issued to the employee
2. Performance Improvement Plan: Detailed plan with specific metrics and timelines for improvement
3. Support Resources: List of available company resources, training, or assistance programs
4. Appeal Rights: Information about the employee's right to appeal and the process for doing so
1. Evidence Documentation: Copies or references to supporting evidence of the incident or violation
2. Relevant Company Policies: Copies of specific workplace policies referenced in the reprimand
3. Employee Response Form: Form for employee to acknowledge receipt and provide written comments or response
4. Improvement Metrics Template: Template for tracking and measuring required improvements
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