Because it is not an adverse action, there is no need to provide due process prior to issuing an employee a Letter of Reprimand. However, it should be noted that although AR 690-700, Chapter 751, does not require a proposal, right to reply, and decision notice for reprimands, there may be an independent local requirement for these stages, such as a collective bargaining agreement. Supervisors should contact their servicing Civilian Personnel Advisory Center (CPAC) to determine appropriate procedures.
The Written Reprimand or Letter of Reprimand is used to correct significant misconduct and/or repeated lesser offenses. It is a formal disciplinary action that should be adequate for many disciplinary situations which require an action more severe than an oral admonishment.
The reprimand is issued in writing and cites the specific reasons for its issuance. The document is made a matter of record and incorporated in the employee's official personnel folder on the left hand side for a specified period of time (which may not exceed 3 years). The Letter of Reprimand includes a warning that future misconduct may result in more severe disciplinary action. Information regarding services/assistance (such as the Employee Assistance Program (EAP)) may be included in the Letter of Reprimand as appropriate. Employees have a right to grieve this action; therefore the Letter of Reprimand should contain information on the appropriate grievance channel the employee may use to contest the reprimand.