Reprimand

A reprimand is used when an employee’s conduct or performance does not meet the expected standards but the situation does not require suspension or dismissal.

The purpose of a reprimand is to clearly identify the issue and give the employee an opportunity to correct the behaviour.

Types of reprimand

Depending on the nature and seriousness of the issue, management may apply one or more of the following measures:

• Verbal warning – In isolated or minor situations, a verbal warning may be given. This is intended as an informal reminder of expected standards and is normally not recorded in the employee’s personal file.
• Written warning – In more serious cases, or where behaviour has continued after a verbal warning, a formal written warning may be issued. Written warnings are normally recorded in the employee’s personal file.
• Recovery of losses – Where damage or loss has occurred due to negligence or default, the company may require the employee to compensate the organisation for the cost incurred.

Possible actions

Management may apply one or more of these measures depending on the circumstances of the incident.

Repeated misconduct or failure to correct behaviour after a reprimand may result in further disciplinary action in accordance with company procedures.