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.