The employer has the right to apply a disciplinary sanction in the form of a reprimand to an employee who performs his duties in bad faith. By itself, the reprimand does not carry serious consequences for the employee and is not entered in the work book. But several such documented penalties will allow the employer to confirm a systematic violation of labor discipline and raise the issue of dismissing the employee.
Instructions
Step 1
The procedure for applying such disciplinary sanctions as a reprimand is described in Art. 193 of the Labor Code of the Russian Federation. But there is no single unified form for an order to impose a penalty. This is an internal document and can be drawn up in simple written form in accordance with generally accepted rules of business.
Step 2
Start the paperwork by specifying the details of the company. Write here the full legal name of the company. Indicate the number of the order and the date of its issuance according to the registration in the accounting documents. Further in the center of the sheet, the name of the document is "Order" and immediately below it, briefly indicate the essence of the document: "On imposing a disciplinary sanction on an employee." Write on the left side of the sheet the place where the document was drawn up (city, town, etc.), and put the date on the right.
Step 3
Start the main text of the order with an explanation of the reasons that led to the imposition of a penalty in connection with the improper performance of labor duties. " Provide the surname, name, patronymic of the employee, his position and the structural unit (branch, workshop, etc.) in which he works. Indicate here the details of the employment contract and job description (number and date). Describe the employee's disciplinary offense. Next, give the articles of the law regulating the procedure for imposing a penalty (Articles 192 and 193 of the Labor Code of the Russian Federation). Continue with the wording in the first person: "I order a disciplinary penalty in the form of a reprimand."
Step 4
Next, place the order of the first person to the personnel service to familiarize the employee with the order and notify about the possibility of dismissal if the situation repeats within the period allotted for this by regulatory acts (clause 5, part 1, article 81 of the Labor Code of the Russian Federation).
Step 5
In the final part, list the documents that became the basis for the reprimand (explanatory note, memorandum, act of violation, etc.). Next, place the signature of the manager and a transcript. And at the very end of the document, set aside a place for the employee's signature, which should follow immediately after the phrase "I have read the order."
