Library: Policy

OKDHS:2-1-9. Written reprimand

Revised 10-07-22

(a) Purpose. A written reprimand is used to correct problems not resolved by employee engagement or for more serious performance or behavioral problems that warrant beginning at the written reprimand level. The immediate and reviewing supervisors sign the written reprimand.

(b) Notice. A written reprimand includes:

(1) identification of the employee and date of the written reprimand;

(2) the statute, rule, policy, or procedure regarding work performance or behavior that was violated;

(3) a statement of the act or incident that is cause or reason for the written reprimand;

(4) a citation of any employee engagement or previous disciplinary actions that were used in the decision to administer the written reprimand;

(5) steps that may be taken to resolve the problem, including a corrective action plan;

(6) consequences of repeated infractions or continuing deficient performance or behavior;

(7) a statement that the employee has the opportunity to respond in writing and that the response will be attached to the written reprimand and included in the employee’s disciplinary file;

(8) a statement of the employee’s right to file a complaint with the Civil Service Division (CSD) within 10-business days of the date of action;

(9) a copy of the CSD complaint petition; and

(10) signature of the employee's immediate and reviewing supervisors.

(1) employee;

(2) Human Resource Management (HRM) disciplinary file;

(3) HRM corrective discipline manager; and

(4) HRM personnel analyst.