¶¶Òõ¶ÌÊÓƵ

The Letter of Reprimand is a crucial document in Canadian workplace discipline, serving as a formal step in the progressive discipline process. It is typically issued after verbal warnings have proven ineffective or when the severity of an incident requires immediate formal documentation. The document must comply with Canadian federal and provincial employment laws, including the Canada Labour Code and provincial employment standards. When drafting a Letter of Reprimand, employers must ensure it clearly documents specific incidents, expectations for improvement, and potential consequences while maintaining professionalism and fairness. The letter becomes part of the employee's permanent personnel file and may be referenced in future disciplinary actions or legal proceedings. It's essential to include specific dates, incidents, and prior warnings while avoiding discriminatory language or unfair treatment that could violate Canadian human rights legislation.

1. Header Information: Company letterhead, date, recipient's name and position, marked as 'CONFIDENTIAL'

2. Subject Line: Clear indication that this is a Letter of Reprimand

3. Incident Description: Detailed account of the specific behavior, incident, or performance issue that prompted the reprimand, including dates and specific examples

4. Previous Warnings: Reference to any prior verbal or written warnings related to this issue

5. Impact Statement: Explanation of how the behavior affects the workplace, team, or company

6. Expected Corrections: Clear outline of the expected behavior changes and performance improvements

7. Consequences: Statement of potential consequences if the behavior continues or improvements are not made

8. Support Resources: Information about available resources or assistance to help the employee improve

9. Timeline: Specific timeframe for expected improvements and follow-up review

10. Signature Block: Space for signatures of the issuing manager and employee, date of signing, and acknowledgment of receipt