Employees are often brought to a private conference when the reprimand is administered and the employee is asked to read the nature of the offence. Take advantage of this opportunity to clarify anything mentioned in the reprimand. Identify any contradictions or departures from facts, for example, and discuss the problem and remedy with your supervisor. If there is no contradiction, there is no need to reply. If the reprimand contains allegations that can be proven, for example, if it states that you have been stealing company property, you should consider bringing in a lawyer to help you formulate a response. Even if the allegation cannot be proved, you should still respond so that you do not appear guilty by default. A response is also recommended if there is evidence of procedural error. For example, if another employee was supposed to receive the reprimand but did not, you should discuss your options with your supervisor. In general, employees should try to understand what their employer wants them to do to resolve the issue behind the reprimand. If they are unable to come up with a solution themselves, they should ask for help from someone who can provide input on how to proceed. For example, they could ask their supervisor for advice or seek out a union representative if they believe it is their employer's policy to discipline employees without following proper procedures. Once an employee has responded to a reprimand, reviewed their options, and taken action, they should let their manager know what they have done.