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A Letter of Reprimand is a crucial human resource management tool used in Philippine workplaces to formally document and address employee misconduct or performance issues. This document is typically issued after verbal warnings have proven ineffective or when the severity of the incident warrants immediate written documentation. The letter must comply with Philippine Labor Code requirements and DOLE regulations, ensuring due process and proper documentation. It serves multiple purposes: officially documenting the incident, communicating expectations for improvement, and establishing a paper trail for potential future disciplinary actions. The document should be drafted carefully to include specific details about the violation, reference to company policies or regulations, and clear corrective actions while maintaining professional tone and ensuring all legal requirements under Philippine jurisdiction are met.

1. Letter Header: Company letterhead, date, and formal addressing of the employee including their full name, position, and department

2. Subject Line: Clear indication that this is a Letter of Reprimand

3. Incident Details: Specific description of the violation or misconduct, including dates, times, and relevant circumstances

4. Policy Reference: Citation of specific company policies, regulations, or laws that were violated

5. Previous Warnings: Reference to any prior verbal or written warnings related to the same or similar issues

6. Impact Statement: Explanation of how the behavior affects the workplace, team, or company operations

7. Required Corrective Actions: Clear outline of expected behavioral changes or improvements

8. Consequences: Statement of immediate consequences and potential future disciplinary actions if behavior continues

9. Closing: Formal closing including timeframe for improvement and invitation to discuss concerns