(NOTE: This is how the U.S. Air Force does it... Army, Navy/Marines and Coast Guard have something similar but also somewhat different.)
Letters of admonishment take two forms: letters of counseling (LOC) and letters of reprimand (LOR).
A letter of counseling is in effect a "watch your ass, 'cause we're watching you" letter. This is usually given by the offender's immediate supervisor. They generally do not get filed in an Unfavorable Information File (UIF) unless a pattern of LOCs result in an LOR.
A letter of reprimand is much more serious, and usually has one pay a stand-up visit to the commander. An LOR may be given also as a part of non-judicial (Article 15) punishment. In some cases, the LOR stays in the orderly room file for a certain amount of time, usually until you PCS (Permanent Change of Station -transfer to another base), but most times an LOR remains in the UIF permanently, especially if you're an officer. Only the commander (or higher authority in the chain of command) can remove anything from a person's UIF.
Major Schmidt's LOR was written by the 8th Air Force commander, Lt. General Bruce Carlson, who was also the general court-martial convening authority in Majors Schmidt and Umbach's court-martial. Most LORs are written using a template following a prescribed method, with the assistance of the military's Staff Judge Advocate:
Quote:
SAMPLE LETTER OF REPRIMAND
(Appropriate Letterhead)
Date
MEMORANDUM FOR (Member’s Grade, Name, SSN)
FROM: I.M. Supervisor
SUBJECT: Letter of (Reprimand) (Admonition)
1. (An investigation)(Evidence) has disclosed that you [include factual allegation – see sample allegations for possible forms].
2. [Second and subsequent paragraphs should be added for each additional item of misconduct. Begin these paragraphs with “(Further investigation)(Further evidence) has disclosed” or “(Additional investigation)(Additional evidence) has disclosed” and complete the allegation using tailored language from the sample allegations.]
3. You are hereby (reprimanded) (admonished). [Tailor the language of one of the forms found in the sample reprimands/admonishments to complete the paragraph.]
4. AUTHORITY: 10 U.S.C. 8013. PURPOSE: To obtain any comments or documents you desire to submit (on a voluntary basis) for consideration concerning this action. ROUTINE USES: Provides you an opportunity to submit comments or documents for consideration. If provided, the comments and documents you submit become a part of the action. DISCLOSURE: Your written acknowledgment of receipt and signature are mandatory. Any other comment or document you provide is voluntary.
5. You will acknowledge receipt and return this letter to me within three (3) workdays of your receipt. Any comments or documents you wish to be considered concerning this letter will be included with your response.
Name, Rank, USAF
Position
1st Ind, (Member’s Rank and Name)
TO: (Name of person who issued letter.)
I acknowledge receipt on ____________, 2004. I understand that I have three (3) workdays from the date of this letter to provide a response, and that I must include in my response any comments or documents I wish to be considered concerning this letter.
Members’ Name, Rank, USAF
Member’s SSN
2nd Ind, (Name of person who issued letter)
Date
Member (did)(did not) provide written matters in response to this letter.
Name, Rank, USAF
Position
|
The person who signs the LOR determines the severity. By General Carlson authoring the LOR to Maj. Schmidt, it effectively kills an officer's career. There'd have to be a major (so to speak) killing off of the pool of promotable majors in the promotion board before the lieutenant colonel selection board would even consider him... and even then, they'd start going after the senior captains before they'd consider promoting (in the bluntest of military slang terms) a 'sh*tbag'.
Quoting AFI (Air Force Instruction) 36-3206,
Administrative Discharge Procedures for Commissioned Officers:
Quote:
Continued service as an officer is a privilege which may be terminated when such action is determined to be in the best interest of the Air Force.
By virtue of their appointments, officers serve in positions of trust and assume continuing responsibilities for leadership and example. Inherently, these responsibilities require effective performance of duty and exemplary conduct. Officers who fail to meet and maintain performance standards consistent with their grade and experience or who fail to maintain high standards of professional and personal conduct show themselves unworthy of officer status.
|