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Employee Reprimand Form

Employee Reprimand Form Template for United Arab Emirates

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Key Requirements PROMPT example:

Employee Reprimand Form

"I need an Employee Reprimand Form for a construction company in Dubai, dealing with repeated safety protocol violations, with specific reference to UAE construction safety regulations and potential for termination if violations continue after March 2025."

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Document background
The Employee Reprimand Form is a crucial document used in UAE workplace environments to formally document and address instances of employee misconduct, performance issues, or policy violations. This document is designed to comply with UAE Federal Law No. 33 of 2021 and related ministerial resolutions, ensuring proper documentation of disciplinary actions while protecting both employer and employee rights. The form should be used when formal documentation of a violation is necessary, typically following verbal warnings or in cases of significant misconduct. It includes detailed information about the incident, required corrective actions, and potential consequences, serving as both a legal record and a tool for performance improvement. The document must be maintained in both English and Arabic when necessary, and should be retained in the employee's personnel file as per UAE labor law requirements.
Suggested Sections

1. Employee Information: Basic details including employee name, ID number, position, department, and date of hire

2. Incident Details: Specific description of the violation or behavior requiring disciplinary action, including date, time, and location

3. Type of Violation: Classification of the violation according to company policy and UAE labor law

4. Previous Warnings: Documentation of any previous related warnings or disciplinary actions

5. Corrective Action Required: Specific steps the employee must take to address the issue and timeline for improvement

6. Consequences: Clear statement of potential consequences if behavior continues or corrective action is not taken

7. Acknowledgment: Space for signatures of employee, supervisor, and HR representative, including date and time

Optional Sections

1. Performance Improvement Plan: Detailed plan for improvement when the violation relates to performance issues

2. Witness Statement: To be included when the incident was witnessed by others or requires third-party verification

3. Employee Response: Section for employee to provide their version of events or explanation, used when contestation is likely

4. Union Representative Acknowledgment: Required only if employee is part of a union or workers' council

5. Translation: Arabic translation section when the employee's primary language is not English

Suggested Schedules

1. Company Policy Reference: Relevant excerpts from company policies relating to the violation

2. Evidence Documentation: Attached evidence such as photographs, emails, or other documentation supporting the reprimand

3. Performance Metrics: Relevant performance data or metrics when reprimand is performance-related

4. Meeting Minutes: Notes from any disciplinary meetings held regarding the incident

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Banking and Financial Services

Healthcare

Construction

Retail

Hospitality

Technology

Manufacturing

Education

Professional Services

Transport and Logistics

Real Estate

Energy and Utilities

Telecommunications

Media and Entertainment

Government and Public Sector

Relevant Teams

Human Resources

Legal

Compliance

Operations

Management

Employee Relations

Administration

Corporate Services

Industrial Relations

Talent Management

Relevant Roles

HR Manager

HR Director

Department Manager

Line Manager

Supervisor

Team Leader

HR Business Partner

HR Coordinator

Compliance Officer

Legal Counsel

Operations Manager

General Manager

Department Head

Chief Human Resources Officer

Employee Relations Manager

Industries
UAE Federal Law No. 33 of 2021: The primary labor law that governs employment relationships in the UAE, including disciplinary procedures, grounds for warnings, and employee rights during disciplinary actions
Ministerial Resolution No. 47 of 2022: Provides detailed guidelines on internal work regulations and disciplinary measures that can be taken against employees
UAE Federal Law No. 8 of 1980 Articles 102-110: Though superseded by the new law, these articles established foundational principles for disciplinary actions that are still relevant for reference
UAE Cabinet Resolution No. 1 of 2022: Concerning the Executive Regulations of Federal Law No. 33 of 2021, providing specific implementation guidelines for disciplinary procedures
Ministerial Resolution No. 28 of 2022: Guidelines on employment contract forms and termination procedures, relevant for ensuring reprimand documentation aligns with contract terms
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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