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Includes instructions for structured paragraphs: incident narrative, non-acceptable behavior and rationale, past history, district expectations and directives, consequences, assistance, closing, proper HR review, and record handling.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/written-reprimand-letter-step-by-step-guide/276543/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/written-reprimand-letter-step-by-step-guide/276543.png","ImageObject",442,249,{"name":42,"@type":43},"Jake","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-29","2026-09-15",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",16,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What key elements must be included in a letter of reprimand?","Question",{"text":63,"@type":64},"The letter should include the issue details and history, a statement that it is a written reprimand, identification of the “for cause” reason, stated consequences, and the employee signature and acknowledgement statement.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How should the second paragraph be handled?",{"text":68,"@type":64},"The second paragraph may include why the behavior is unacceptable and, if there is past history, a recount of prior similar concerns and the action taken previously.",{"name":70,"@type":61,"acceptedAnswer":71},"What is the required review and handling process before and after delivery?",{"text":72,"@type":64},"HR must review every letter of reprimand before delivery. After delivery, the employee dates and signs, a copy is provided to the employee, and additional copies are uploaded to the supervisor log and sent to Human Resources for the employee’s District Personnel File.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},276543,1790008911,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,108,113,117,122],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":55,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},"Social Media",50,"social-media",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},17,"Forms",40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":115,"slug":116},18,30,"letters",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},21,"Paper Templates",5,"papers-templates",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":4,"slug":125},158,"General","general-158",{"code":4,"msg":82,"data":127},{"doc_id":79,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":114,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":30,"language":135,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":12,"update_tm":139,"read_time":22},962084928904,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","Guide for Creating a Letter of Reprimand  \nNo two letters will be the same because each employee disciplinary issue is different – there are different“for cause” reasons, different issues, different history, different nuances. This is your letter and should reflect your interests as a supervisor. The letter should be clear, objective, without hyperbole, and printed on school letterhead. As you review what you have written be sure the following key elements are included:  \n• Details of the issue are included (what happened and the history)  \n• A statement indicating the letter is a written reprimand  \n• “For Cause” reason is identified  \n• Consequences are stated  \n• Employee signature line and acknowledgement statement are included  \nYou are required to have HR review any letters of reprimand before delivery to the employee.  \nBelow is a step-by-step guide for your use (note that examples are in italics)  \n1. Date – This should be the date you intend to meet with the employee to give him/her the letter  \n2. Name – First and Last Name of Employee  \n3. Address – Employee’s home address (but deliver the letter in person)  \n4. Salutation – It may be best to be more rather than less formal (e.g. rather than Dear John, write John Doe:)  \n5. First Paragraph – Describe the circumstance or incident that warrant disciplinary action.  \nOn May 15, 2021, it was reported to me that you yelled at your students saying, “I can’t believe you didn’t get this after all the review we’ve done on this subject.” When we visited, you confirmed that you yelled at them and stomped your foot.  \n6. Second Paragraph – There are potentially two parts to the second paragraph:  \na) Tell the employee this is not acceptable and why it is not acceptable  \nYelling and stomping your foot at students is not acceptable and will not be tolerated. It is our responsibility as educators to create a positive learning experience for students.  \nb) If there is past history, recount it and tell what action you took at that time  \nThis is not the first time I’ve had to talk to you about similar concerns. In January 2021, you stalked out of your classroom and slammed the door during a discussion with your students. At that time, I warned you verbally about your unacceptable behavior.  \n7. Third Paragraph – There are two parts to the third paragraph:  \na) Identify the letter as a written reprimand and specify the “For Cause” issue(s) . See excerpt from DSD Policy 2HR-004 defining and identifying “For Cause” conduct.  \nConsequently, I am giving you this is written reprimand for violations of the “Davis School District Employee Code of Ethics.”  \nb) State the behavior(s) at issue  \nSpecifically, you yelled at the students for doing poorly on a test  \n8. Fourth Paragraph – There are potentially two parts to the fourth paragraph:  \na) Tell the employee the District’s and your expectations  \nAs specified in the “Davis School District Code of Ethics,” employees are to treat students with dignity and respect, and promote a safe, nurturing, and positive school and work environment. I expect you to act positively and professionally.  \nb) Give directives about future expectations  \nIn the future, you are to refrain from yelling at or demeaning students; and maintain a safe, nurturing, and positive environment  \n9. Fifth Paragraph – This is the consequences paragraph. You’ll repeat the “For Cause” reason for the warning in this paragraph. (This is bold in the example; do not bold it in your letter) .  \nBy this warning, I give you an opportunity to correct your unacceptable behavior. Further violations of the “Davis School District Employee Code of Ethics” may result in more severe disciplinary action which may include dismissal from employment with the District.  \n10. Sixth and Last Paragraph – Offer assistance and express hope he/she is successful. DO NOT give positive strokes here; remember this is a written warning.  \nIt is my wish that you be successful in all aspects of your job. Pl","cbCaisLFtWKPa00f","https://ap.wps.com/l/cbCaisLFtWKPa00f","pdf",206556,"English","# Guide for Creating a Letter of Reprimand\n## Required elements\n## Step-by-step letter structure","[{\"question\":\"What key elements must be included in a letter of reprimand?\",\"answer\":\"The letter should include the issue details and history, a statement that it is a written reprimand, identification of the “for cause” reason, stated consequences, and the employee signature and acknowledgement statement.\"},{\"question\":\"How should the second paragraph be handled?\",\"answer\":\"The second paragraph may include why the behavior is unacceptable and, if there is past history, a recount of prior similar concerns and the action taken previously.\"},{\"question\":\"What is the required review and handling process before and after delivery?\",\"answer\":\"HR must review every letter of reprimand before delivery. After delivery, the employee dates and signs, a copy is provided to the employee, and additional copies are uploaded to the supervisor log and sent to Human Resources for the employee’s District Personnel File.\"}]","Written Reprimand Letter - Step-by-Step Guide | PDF",1789493894]