Now you'll see that there are two more things that constitute formal discipline. First, there is a letter of reprimand, and second, a suspension of 14 days or less. These are considered formal because they have specific rules that must be followed when issuing them, as well as guidelines for what to do afterwards. The letter of reprimand is the initial step in the formal discipline process. It is important to work with your Human Resources team to ensure that the correct information and regulatory requirements are included in the letter. There should be a sample of the letter of reprimand in our participant guide, along with a letter of warning. Once the letter of reprimand is issued, it becomes a record in the employee's temporary file. With the transition to electronic official personnel files (OPFs), it is unclear how this will work, but it is known that the letter will only remain in the file for two years. After the two-year period or if the employee leaves the Department of the Interior, the letter of reprimand must be removed from their official personnel file. Therefore, it is crucial to include a notice in the letter informing the employee of this requirement. The letter of reprimand serves as a building block for more severe discipline, as it is intended to get the employee's attention. Typically, this first stage of formal discipline is effective in grabbing their attention. It is important to recognize that we have excellent employees and that this process is intended to address issues in 90% of cases. Moving on to the next level of formal disciplinary action, a suspension of 14 days or less is a more serious consequence. There are specific procedures that must be followed in this case, which we will discuss momentarily. As a...
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Disciplinary letter for poor perance Form: What You Should Know
The letter shall be written in a way that will show this misconduct to the best of your ability; however, we reserve the right to use less formal language at any time. I am writing at the direction of my superiors in the company. I have noticed a significant decrease in both the number of incidents and severity of incidents of improper behavior from the time of my hiring in April. Recently I was in the room during a discussion with your superiors about this situation (you were then acting manager of your own project) — we heard about the increase in the number of incidents of misconduct and the increase in incidents of failure to meet requirements. I am also aware of the fact that there has been a significant deterioration in the way you handle work to the point of being an impediment to your superiors' performance. This may be due to two main reasons: the fact that you have been not working as a result of having to deal with the management's problems and your own issues due to stress or fatigue/lack of focus. This lack of performance is preventing you from getting promoted to a position that you are capable of performing at this level of performance. It is becoming clear to me that you are failing to be effective in your work on an ongoing basis. I have already made it clear to [date] as to the fact that it is not acceptable and inappropriate as a manager to fail to meet minimum performance standards. This is a clear indication of conduct and character deficiencies which is unbecoming of a manager. Therefore, my decision to discipline you is an attempt to rectify this problem and put an end to any [improper conduct] to ensure your continued success throughout the company. It has been shown to me that you have recently taken a new approach towards addressing your poor performance in your work. You have taken a new step away from the problem areas and have begun to be more efficient with your work. This seems to be the appropriate course of action. Therefore, under my authority as manager of this particular project, I am not going to continue to deal with your conduct on an ongoing basis. I have read your previous warning and found your behavior to be unacceptable.
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