AFSCME ORAL REPRIMAND
UWF employees should be specifically advised that they are receiving an Oral Reprimand and the reasons
for such reprimand. Records of oral reprimands shall contain only a brief description and the dates of the
incident and reprimand, the names of the employee and supervisor, and the disciplinary standards
violated. Oral reprimands shall not be used as a basis for later disciplinary actions against an employee
provided the employee has maintained a discipline-free work record for at least one (1) year. Such oral
reprimands shall be marked “invalid in accordance with Section 7.3(b) any time after that one (1) year
period upon written request of the employee." However, such reprimands can be used to show that the
employee was warned in the past about his or her conduct.
Supervisor
Date of Reprimand
Standard(s) Violated (refer to Standards of Conduct):
Signature of Supervisor Signature of Employee
cc: Human Resources
I understand that future violations may result in further disciplinary actions up to and including dismissal.
(Note: Employee signature does not imply agreement with reprimand).
Employee
Department
Date of Incident
Brief Description of Incident:
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signature
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signature
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