Document employee reprimands

Tip: Your company's policies and practices may describe how you should document reprimands and corrective actions. Check with your human resource or legal department for guidance in handling these cases. In most cases you should first talk with the employee and then document the situation. Use specific language so there is no room for misunderstanding. Define the issue in broad enough terms that your explanation covers future challenges or equivocations. Have the employee sign the documentation to indicate that the issue was discussed. The letter then becomes part of your written record to justify future action if necessary.

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