Verbal Reprimand Clause Samples
A Verbal Reprimand clause establishes the employer's right to formally address and correct an employee's misconduct or performance issues through a spoken warning. In practice, this clause allows supervisors to communicate concerns directly to the employee, typically as an initial step in a progressive disciplinary process before written warnings or more severe actions are considered. Its core function is to provide a clear, documented opportunity for improvement while ensuring that employees are made aware of issues in a constructive manner, thereby promoting fair and transparent workplace discipline.
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Verbal Reprimand. The Executive Director or designate will verbally outline to the employee any reason for the reprimand, how she should correct her work and what will happen if her misconduct continues. There is no official report of a verbal reprimand. A ▇▇▇▇▇▇▇ or Union staff representative shall be present as a witness unless indicated in writing by the employee affected.
Verbal Reprimand. The Director will verbally outline to the employee any reasons for the reprimand, how she should correct her work and what will happen if her misconduct continues. As a point of process, the event of the verbal reprimand will be noted in the employee’s file. A ▇▇▇▇▇▇▇ or Union staff representative shall be present as a witness.
Verbal Reprimand. An Employee who receives a verbal reprimand shall be provided with the reason(s) for the reprimand. The verbal reprimand will be delivered in a private meeting with the Employee. The Employee is entitled to have a Union Representative/Union ▇▇▇▇▇▇▇ present during this discussion and the College shall make the Employee aware of this entitlement prior to the meeting. Should the Employee choose to have a Union representative present, the Employee shall be given sufficient opportunity to obtain and consult with the representative prior to any discussion taking place.
Verbal Reprimand. If the initial discussion fails to produce the desired results, a verbal reprimand is normally the next step. Supervisors should maintain a complete and accurate written notation of the reprimand and of the counseling session.
Verbal Reprimand. Written reprimand with a copy to the employees' personnel file.
Verbal Reprimand. After a first offense, the employee should meet in a conference with his/her supervisor and should be given a verbal warning as well as a copy of the appropriate policy and/or procedure.
Verbal Reprimand. A verbal reprimand may be issued following a discussion between the ▇▇▇▇/supervisor and the faculty member and its issuance noted for future reference by the ▇▇▇▇/supervisor.
Verbal Reprimand. The verbal reprimand is documented as employee discipline, however, no written memorandum is placed in personnel file b. Step II – Written Reprimand c. Step III – Suspension without Pay
Verbal Reprimand. Written warning, with a copy to the employee's personnel file. Such warning shall state the reasons underlying any intention the supervisor may have for recommending disciplinary action.
Verbal Reprimand. The procedure as outlined above shall be applicable in all disciplinary procedures except for verbal reprimands which are exempt from the provisions of this Agreement. Verbal reprimands may be used but shall not be considered disciplinary action for the purpose of this Agreement. These records shall only be viewable by the employees’ direct supervisor and command in direct line to the Sheriff.