Letter of Admonition
A letter of admonition, sometimes called a letter of reprimand, is a letter that is issued to employees of a business when they engage in actions that are contrary to their expected behavior. Examples of this include employee misconduct, violations of the employee code of conduct, or engaging in any other activity that is deemed harmful by management. A letter of admonition states the specific violation as well as the punishment the employee will receive.
Starting to Write
Be clear about dates of incidents, facts obtained and the specific rules broken.
State the punishment the employee will receive and any advice they might need.
Make note of the appeals process if relevant.
Reprimand Sample Letter
Shannon G. Bain
3364 Joseph Street
Brookfield, WI 53045
RE: Employee Misconduct
August 5th 2009
Dear Miss. Bain
It has come to our attention that on August 4th, 2009, you engaged in an act that violated the employee code of conduct Section 5. a). This act was witnessed by at least 3 managers and was caught on surveillance camera in Building 3b.
This has not been the first time that you have been in violation of that section. Therefore, you leave us no choice but to suspend you for 5 days without pay.
You are expected to vacate the premises immediately and return to work on August 10th, 2009.
If you have any questions or concerns, talk to your manager before you leave.
Regretfully,
The Management
Sample Admonition Letter
Dear Mr. Powell,
This is an official letter of admonition in relation to an incident that took place on July 27, 2012.
According to our investigation you put yourself and others in serious danger when you failed to wear protective gear and then proceeded to operate the cutting machinery, even though the line manager was not present and the area had not been cleared.
This was witnessed by multiple staff who were readying for the work day at approximately 6:40am.
You have left us with no other option but to suspend you from work for 10 days (starting August 1st) after which you must attend a disciplinary meeting along with the line manager and head of the department.
If you feel the facts are considerably different to what is stated above, you have the right to discuss this at the meeting.
Regretfully,
Area Manager