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Video instructions and help with filling out and completing Disciplinary letter for poor performance
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 look at that and this is going to make this is going to your problems ninety percent of the time the next level on that formal disciplinary stage is a suspension of 14 days or less we're going to backtrack just a little bit from the adverse we're not going to talk about that in just a minute a suspension is a pretty serious type of thing and that has a very set a bunch of procedures that we're going to talk about it requires you as the supervisor to propose to suspend your employee now a suspension means that your employee is actually going to be out of work and without pay for a period of time the reason this one is 14 days or less is because the appeal process is different in this one and from the next level we're going to talk about their the employee does not have an appeal right to a third party to the MSPB for this type of a suspension you as the supervisor you're going to propose what you think is appropriate to suspend your employee and then you're going to write that up and send it to a.