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The Letter of Reprimand is a crucial document in New Zealand's employment disciplinary framework, used when verbal warnings have proven insufficient or when the severity of an incident requires immediate formal documentation. This document typically follows a specific incident or pattern of behavior that violates company policies or performance standards. The Letter of Reprimand must align with New Zealand's Employment Relations Act 2000 and related employment legislation, ensuring fair process and natural justice principles are followed. It serves as both a corrective tool and a formal record of the disciplinary action, potentially forming part of a larger progressive discipline process. The document should clearly outline the issues, expectations for improvement, and potential consequences while maintaining professionalism and compliance with legal requirements.

1. Letterhead and Date: Company letterhead and current date of the letter

2. Employee Details: Full name, position, and department of the employee

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

4. Specific Incident Details: Clear description of the incident(s) or behavior leading to the reprimand, including dates and specific examples

5. Policy Violations: Reference to specific company policies, procedures, or standards that were violated

6. Previous Discussions: Reference to any prior verbal warnings or discussions about the issue

7. Expected Behavior: Clear statement of expected behavior and performance standards

8. Improvement Plan: Specific actions required from the employee to address the issue

9. Consequences: Statement of potential consequences if behavior continues

10. Support Resources: Information about available support or resources to help employee improve

11. Signature Block: Space for manager's signature and employee acknowledgment