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Employee Reprimand Template

An employee reprimand form is a letter of warning, but also a second chance. People can’t improve themselves without knowing what they’ve done wrong. This is a template for how to most effectively write a reprimand, what points to hit, and how to do so without causing the employee to become defensive. Provide the employee in question with tips on how to avoid a recurrence in the future and the plan of action in the case does. Evaluate their performance and outline workplace expectations. Training on employee behavior and code of conduct may be necessary.

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Employee Name
Length of Service
Time in Current Position
The following are brief statements of the employee's action(s) giving cause for this written reprimand and suggested action(s) for avoiding any recurrence in the future.
What is the employee being reprimanded for? (Give details of the incident(s) requiring this disciplinary action)
What policy/procedure or other conduct rule has been violated?
If conduct is repeated or other disciplinary problems develop, what additional action will likely take place?
Supervisor - Restate for the employee's benefit the expected performance standards which must be met in order to correct the problem.
Has the employee been warned about this before?
If yes, written or verbal, by whom, and the date
Supervisor Signature
Employee Comments
My signature hereupon does not necessarily signify my agreement to the above but attest that I have read and understood the serious nature of this report. I understand that a repetition of this action or other acts of a similar nature may result in a more serious corrective action and/or termination of my employment.
Employee Signature
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Please note that this checklist template is a hypothetical appuses-hero example and provides only standard information. The template does not aim to replace, among other things, workplace, health and safety advice, medical advice, diagnosis or treatment, or any other applicable law. You should seek your professional advice to determine whether the use of such a checklist is appropriate in your workplace or jurisdiction.