Reprimands are formal warnings issued for violations of company policy, inappropriate behavior, or repeated underperformance. While we hope you'll never receive a reprimand, it's important to understand what they are and how they affect your performance score.

What Is a Reprimand?

A reprimand is an official notice that you've violated a company policy or behavioral standard. It's documented in your employee record and serves as both a correction and a warning that the behavior must change.

Reprimands are not given lightly. Before a formal reprimand is issued, your manager will typically:

• Have a conversation with you about the issue
• Provide feedback and guidance on what needs to change
• Give you an opportunity to correct the behavior

If the issue persists or if the violation is serious enough, a formal reprimand may be issued.

What Can Lead to a Reprimand?

Reprimands may be issued for various reasons, including but not limited to:

• Policy violations: Breaking company rules regarding conduct, safety, confidentiality, or other policies outlined in the employee handbook
• Inappropriate behavior: Disrespectful conduct, harassment, unprofessional communication, or actions that create a negative work environment
• Repeated underperformance: Consistently failing to meet job expectations despite feedback and support
• Insubordination: Refusing to follow reasonable instructions from managers or supervisors
• Dishonesty: Lying, providing false information, or misrepresenting facts
• Safety violations: Actions that endanger yourself, colleagues, or OXO property
• Attendance abuse: Patterns of absence or lateness that go beyond occasional issues

The severity of the issue determines the level of reprimand and the corresponding deduction.

Types of Reprimands

OXO typically uses a progressive discipline approach, meaning that reprimands escalate if behavior doesn't improve:

• Verbal Warning: An informal correction for minor first-time issues (may or may not be documented)
• Written Warning: A formal, documented warning for more serious or repeated issues
• Final Warning: A serious reprimand indicating that termination may follow if behavior doesn't change
• Suspension: Temporary removal from work, with or without pay, for severe violations

The exact structure may vary depending on the nature of the violation and company policy.

How Reprimand Deductions Work

When a formal reprimand is issued, a deduction is applied directly to your total performance score. This deduction:

• Is calculated based on the severity of the reprimand
• Reduces your overall performance rating for the evaluation period
• Can affect your eligibility for bonuses, raises, or promotions
• Becomes part of your permanent employee record

The specific deduction amounts depend on:

• The type and severity of the violation
• Whether it's a first offense or a repeated issue
• The level of the reprimand (written warning vs. final warning, for example)

More serious violations result in larger deductions. Repeated violations compound the impact on your score.

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Why Reprimand Deductions Exist

You might wonder why reprimands affect your performance score when they're already documented. Here's why:

• Accountability: Performance isn't just about results—it's also about how you achieve them and how you conduct yourself
• Consistency: Applying deductions ensures that policy violations have the same impact regardless of department or manager
• Fairness: Employees who follow policies and behave professionally shouldn't be evaluated the same as those who don't
• Clarity: Connecting consequences to your performance score makes the impact of violations crystal clear
• Culture: Reinforcing standards helps maintain a positive, respectful, and productive work environment for everyone

How to Avoid Reprimands

The vast majority of employees at OXO never receive a formal reprimand. Here's how to ensure you're one of them:

• Know the policies: Familiarize yourself with OXO's employee handbook, code of conduct, and department-specific rules
• Act professionally: Treat colleagues, managers, and customers with respect at all times
• Communicate openly: If you're struggling with expectations or facing challenges, talk to your manager early
• Follow instructions: Respect the authority of your manager and supervisors
• Be honest: Always provide accurate information and admit mistakes when they happen
• Take feedback seriously: If your manager addresses a concern, take it as an opportunity to improve—not a personal attack
• Ask questions: If you're unsure whether something is allowed or appropriate, ask before acting
• Learn from mistakes: If you do make an error, acknowledge it, correct it, and ensure it doesn't happen again

If You Receive a Reprimand

If you do receive a reprimand, here's how to respond constructively:

• Listen carefully: Understand exactly what the issue is and why it's being addressed
• Take responsibility: Own your actions rather than making excuses or blaming others
• Ask for clarity: If you don't fully understand the violation or expectations, ask specific questions
• Commit to change: Show your manager that you're serious about correcting the behavior
• Follow through: Demonstrate consistent improvement going forward
• Seek support: If you need help or resources to change the behavior, ask for them
• Move forward: Don't let one mistake define your career—learn from it and focus on positive performance

Remember: A reprimand is a correction, not the end of your career at OXO. Many employees who receive a reprimand go on to have successful, long careers by taking the feedback seriously and demonstrating positive change.