Now you'll see there's two more things constitute formal there's a letter of reprimand and a suspension of 14 days or less now the reason these are formal is that they have some pretty specific rules that are followed as you get ready to issue this and what you do with it after you've done taken this actual step so the letter of reprimand is the first step of formal discipline you want to be sure that you have worked with your Human Resources folks to be sure you're putting the right information and the regulatory stuff in that letter I'm pretty sure we have a sample of that in our participant guide I think there's a letter of warning also in there once this is actually issued the letter of reprimand does actually become a record in the employees temporary side of their official personnel folder now as we move into our electronic opf which is what we're all in the middle of right now that's kind of new to us so I'm not sure how that's going to work but if it only stays there for two years so once the two-year period is up or the employee leaves the Department of the Interior they resign they go to a different agency we have to remove that from their official personnel file so that that's really important you want that notice is included in that letter it tells the employee that and it is like I said a building block for more severe discipline if it doesn't get their attention typically that informal or this first stage of the formal discipline really is going to get your employees attention basically we have all really good employees that we that we have and we are going we take 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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