PERMISS

Notice of Decision to Reprimand

MEMORANDUM FOR __________________

SUBJECT: Letter of Reprimand

I am issuing you this formal letter of reprimand in
accordance with Army Regulation 690-700, chapter 751,
Discipline, as the minimum disciplinary action which I
feel is needed to correct your misconduct and promote
the efficiency of the service. The details concerning
this incident are described below.



  1. CITE THE CHARGE(S), VIOLATION, CONDUCT, OR
    OFFENSE/REASON(S) FOR THE REPRIMAND AS STATED IN THE
    TABLE OF PENALTIES FOR VARIOUS OFFENSES (TABLE 1-1) IN
    AR CHAPTER 751. NOTE: MISCONDUCT NOT SPECIFICALLY
    LISTED IN TABLE 1-1 MAY STILL BE THE BASIS OF A
    REPRIMAND.


  2. PROVIDE A DETAILED DESCRIPTION OF THE
    INCIDENT(S) INCLUDING PEOPLE INVOLVED, DATES, TIMES,
    PLACES, EVIDENCE, ETC., ALSO INCLUDE A STATEMENT ON HOW
    THE EFFICIENCY OF THE SERVICE WAS ADVERSELY AFFECTED BY
    THE EMPLOYEE’S CONDUCT.


  3. INCLUDE A SUMMARY OF PREVIOUS OFFENSES IF THE
    REPRIMAND FOLLOWS PRIOR OFFENSES AND IS CONSIDERED
    PROGRESSIVE DISCIPLINE.



I have considered the aggravating factors such as (LIST
FACTORS
), in making my decision to reprimand you. I
also considered the mitigating factors such as (LIST
FACTORS
), but find they do not warrant a lessor
penalty.


I hope this letter will impress upon you the need to
______________(INDICATE WHAT CORRECTIVE ACTION/BEHAVIOR
YOU WISH TO ELICIT
), so that further disciplinary
actions will not be necessary. You should be aware,
however, that future conduct offenses, particularly
those that may occur while this reprimand is active,
may result in more severe disciplinary action up to and
including your removal from the Federal Service.


This reprimand is effective upon receipt of this
memorandum and will be made of matter of record and
placed on the left side of your Official Personnel
Folder (OPF) for a period of ( up to three years
retention
). It will be withdrawn at the end of that
time; however, the reprimand will be withdrawn earlier
if it is determined through an appropriate adjudicatory
procedure or an appropriate management official that
the reprimand is unwarranted or upon your separation
from the Department of the Army, whichever occurs
first.


USE FOR BARGAINING UNIT EMPLOYEES ( UNLESS THE CONTRACT
EXCLUDES REPRIMANDS FROM COVERAGE OF THE NEGOTIATED
GRIEVANCE PROCEDURE)
You have the right to grieve this
reprimand under the negotiated grievance procedure as
outlined in the collective bargaining agreement between
_______________.


(USE FOR NONBARGAINING UNIT EMPLOYEES OR WHERE THE
CONTRACT EXCLUDES GRIEVANCES OVER ISSUANCE OF
REPRIMANDS) - DoD ADMINISTRATIVE GRIEVANCE SYSTEM
You
may grieve this reprimand under the administrative
grievance procedures...You have the right to represent
yourself or seek assistance from a representative of
your choosing in matters pertaining to this reprimand.


If you feel that this matter constitutes employment
discrimination on the basis of race, color, religion,
sex, age, national origin, or disability (mental or
physical), you may contact the Equal Employment Office
(EEO) (include the number of the local EEO).


Copies of applicable regulations as well as the
materials relied on in issuing this reprimand are
available to you and/or your representative for review
through the Civilian Personnel Advisory Center. If you
require assistance or additional information concerning
your procedural rights, you may consult with (NAME),
Civilian Personnel Advisory Center (TELEPHONE NUMBER)


SIGNATURE BLOCK OF SUPERVISOR


Copy to:

Official Personnel Folder


I acknowledge receipt of the original of this

memorandum.


___________________________ __________
SIGNATURE DATE


Content last reviewed: 6/20/2006-FMJ

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References


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This page was last revised: 11/17/2009