General: Employee Written Reprimand Form

Purpose

The Employee Written Reprimand Form is for managers or HR directors to notify an employee of inadequacies in their performance or conduct which will need to be corrected in order for them to continue employment with the company.  

Use Cases

1. Operators can use this form when notifying employees of skills or behaviors that they need to improve.

2. Applicants can add this to their employee handbook or the Labor Practices Plan if the application requires you to submit these items with the application and if the page limit set by the application allows for the addition of this form.

Keywords

This document will not likely need any regulatory citations, so this keyword section is not needed. If you want to search for rules pertaining to this agreement so you can add wording to the document that is specific to the regulations, look for words such as:

  • Law
  • Regulation

Replace All

Search for each of the bolded terms in the Employee Written Reprimand, including the brackets. Do a "replace all" and insert the pertinent information needed to replace the term.  The description underneath each bolded term below tells you what information should replace the bolded term. For instance, you would use the search feature in your document editing software to look for [Company *1] and then using the replace all feature, replace [Company *1] with your company name. 

[Company *1]

Replace with the company name.

[Employee *1]

Replace with the employee's name

[Position *1]

Replace with the employee's job title

[State *1]

Replace with the name of the state in which the employee is employed.

[Regulatory Authority*1]

Replace with the name of the agency/office/department/division/board that regulates marijuana business in the state.

[Supervisor *1]

Replace with the name of the supervisor that the employee should contact if they have any questions about their termination.

[Issuer Name *1]

Replace with the name of the manager or HR director issuing the notice of termination.

[Issuer Position *1]

Replace with the position title of the individual who is issuing the reprimand.

Suggested Customizations

We suggest that you read through the sheet and make any additional edits or additions that you see fit.  Here are some suggestions to get you started.

This document includes words written in bold green lettering.  These places should be customized in the following ways:

[date]

Insert the date

[performance and/or conduct]

Choose either performance or conduct depending on what the employee is being reprimanded for.

[time period]

Describe the length of time which the performance or conduct issues have been happening.

[performance of the functions of your position and/or unacceptable conduct]

Replace with one of these:

  • performance of the functions of your position or unacceptable conduct
  • performance of the functions of your position and unacceptable conduct
  • performance of the functions of your position
  • unacceptable conduct

List of issues

List SPECIFIC reasons for written warning ‐‐ employee must be informed, with reasonable certainty and precision, of the cause of the action. Be sure to give examples of deficiencies i.e., who, what, when, where, and how. Provide specific details including dates of previous disciplinary actions, unacceptable performance and/or conduct, management intervention, and the consequences to the company/public.

Consequences

List consequences of the employee's actions

______ training sessions

In the blank, insert the number of training sessions that the employee has received.

start date

Write the date that the employee's 30-day period during which they will have the opportunity to correct their deficient performance or conduct begins.

end date

Write the date that the employee's 30-day period during which they will have the opportunity to correct their deficient performance or conduct ends.

Expectations

Provide detailed expectations regarding behavior and direct employee to attend relevant training. The employee should know with certainty what he or she must do to meet expectations.

Rename

You likely will not need to rename this document, except if you add it to the employee handbook in which case the agreement would then be found within the Employee Handbook.