1. The purpose of this letter is to provide you with an understanding of what Letters of Admonishment (LOA) and Reprimand (LOR) mean and how they can affect your military career.

....a. Commanders and supervisors at all levels are responsible for ensuring subordinates adhere to established military standards. Unacceptable deviations should be identified as early as possible to the member in the form of a record of counseling, oral/written LOA or LOR.

....b. Administrative admonitions and reprimands are management tools used by commanders, supervisory staffs, and other authorities to improve, correct, and instruct subordinates who depart from standards of performance, conduct, bearing, behavior, integrity, etc. on- or off-duty and thereby degrade the individual's and unit's mission accomplishment. These should not be confused with punitive admonitions and reprimands resulting from court-martial convictions or Article 15 punishments. The reprimand is more severe than an admonition and carries a stronger degree of official censure. They are both designed to rehabilitate rather than punish.

....c. Once presented with a LOA or LOA a member has 3 duty days to acknowledge receipt and present comments or documents in their behalf. These become part of the letter at that time. If the recipient refuses to acknowledge receipt within that time, the refusal is recorded on the original or copy retained by the unit. The letter is annotated "member refused to acknowledge" and it is then dated.

....d. The person who initiates a letter may optionally send it, along with the member's written acknowledgment, to the commander for information and action as may be appropriate. A recommendation concerning disposition may be included but is not binding. The initiator may retain a copy and may send copies to other supervisors of the member as appropriate.

....e. If the initiator of the letter recommends placement in the Unfavorable Information File (UIF), this recommendation is provided to the commander. The commander decides the documents' disposition. If the commander decides not to file the letter in the UIF, he or she will notify the member, in writing, of the decision and of the document's disposition.

....f. Written administrative reprimands and admonitions are subject to the rules of access, protection, and disclosure. Copies held by supervisors, commanders, and those filed in your UIF or the unit assigned personnel information file are subject to the same rules.

2. I strongly recommend you make every effort to improve, meet, and maintain the standards of your grade and experience. Your actions from this point forward will determine your future military career.

1. The purpose of the letter is to provide you with an understanding of what an Unfavorable Information File (UIF) means and how it can affect your military career.

....a. A UIF is an official documented record of unfavorable information. Commanders and others use the UIF to make career management decisions about an individual's military career. A UIF may document a variety of administrative, judicial, or non-judicial censures concerning performance, responsibility, behavior, integrity, and so forth on- and off-duty.

....b. There are two categories of UIF documents. Documents such as Article 15, court-martial, record of civilian court action (if the sentence is more than one year or death), control roster action, placement in substance abuse reorientation and treatment program, or failure to progress in that program. Other documents not listed above, e.g. LOAs or LORs are optional entries and may be filed in the UIF at the commander' discretion. The disposition of a UIF based on optional entries is one year from the date the commander establishes it.

....c. Individuals who do not have an official need to review the UIF will be denied access. However, the following are granted access once proper identification is established: The member, member's commander, and first sergeant, EPR rater and indoors(s), the IG, Staff Judge Advocate, Social Actions office, and personnel assistance team members. All those listed except the member must have a need and be performing official duties to check the UIF.

....d. Commanders may remove documents early or replace with another document if the early removal or replacement would be in the best interest of the (BRANCH OF SERVICE). Also, commanders may add an addendum if mitigating circumstances occur that are unavoidably omitted when a document was initially processed. An addendum to a UIF does not affect the disposition date. Early removal is prohibited if any part of an Article 15 or court-martial punishment, sentence, judgment, or action has not been completed. This includes confinement, suspended punishment or sentence, and so forth.

....e. Any statements or documents the member provides become part of the documentation filed in the UIF.

....f. If during the period of the UIF the member receives a PCS notification, the UIF will be forwarded to the gaining commander. The file and its contents will be placed in an envelope and marked "FOR OFFICIAL USE ONLY" and sent through the military mail system to the gaining commander.

2. I strongly recommend you make every effort to improve, meet, and maintain the standards of your grade and experience. Your actions from this point forward will determine your future military career.

1. The purpose of this letter is to provide your with an understanding of what placement on the Control Roster means and how it can affect your military career.

....a. The purpose of the control roster is to observe and monitor members who have demonstrated substandard duty performance or failed to meet or maintain standards of conduct, bearing, behavior, integrity, etc., on- or -off duty, or both. Individuals placed on the control roster have demonstrated a need for special attention, observation, evaluation, and rehabilitation.

....b. Placement on the control roster usually occurs after other attempts to rehabilitate have failed, and the member continues to demonstrate a pattern where special observation is warranted.

....c. Personnel placed on the control roster are potentially ineligible for reenlistment, PCS reassignment, voluntary retraining, PME attendance, and promotion. Their Good Conduct Medal eligibility period will be adjusted in accordance with the appropriate guidance governing award of the Medal.

........(1) Personnel on the control roster are ineligible for reenlistment. Upon completion, their eligibility may be restored only if no other ineligibility conditions exist. If they are within 13 months of ETS when completing the control roster (and no other ineligibility conditions exist), the commander's consideration is required for continued service under the Selective Reenlistment Program. If a person does not have sufficient service retainability to complete the control roster observation period, he or she may apply for an extension of enlistment. Additionally, if a person has applied for or received an approved Career Job Reservation or Selective Reenlistment Bonus authorization, it will be canceled as a result of being placed on the control roster.

........(2) If serving in the grade of airman basic through airman first class, they are ineligible for promotion while on the control roster. If in the grade of senior airman/sergeant through senior master sergeant, they will be ineligible for promotion, or promotion testing if on the control roster on or after the promotion eligibility cutoff date for the particular promotion cycle.

....d. The control roster observation period is a single 6-month increment. If there is no improvement within the 6 months, then other action, based on observation and counseling during the period, will be appropriate.

....e. Control roster action terminates as of 2400 hours of the last day of the observation period. Members will not be placed back on the control roster unless a separate incident, act, or failure occurs warranting such action.

....f. A member on the control roster may be removed early when considered appropriate by the commander. Early removal rewards an individual whose performance or conduct has improved.

....g. The commander may direct an OPR or EPR be rendered when a member is placed on and upon removal from the control roster. This policy does not apply to airmen with less than 20 months active service. A member's progress before or during the observation period is substantiated by rendering an OPR or EPR.

2. Substandard duty performance or failure to maintain standards adversely affects unit and individual readiness. The control roster offers you an opportunity to improve during a controlled, specified period. I strongly recommend you make every effort to improve, meet and maintain the standards of your grade and experience. Improvement is expected and could determine your future in the military.

1. The purpose of this sheet is to provide you with an understanding of what an Article 15 means and how it can affect your career.

....a. Non-judicial punishment is a disciplinary measure more serious than administrative corrective measures, but less serious than trial by court-martial. Non-judicial punishment provides the commander with an essential and prompt means of maintaining good order and discipline and also promotes positive behavior changes in service members without the stigma of a court-martial conviction.

....b. Commanders are encouraged to take full advantage of non-punitive disciplinary tools, such as counseling, administrative reprimands, and administrative withholding of privileges, as preliminary rehabilitative measures, before resorting to non-judicial punishment. However, such measures are not a prerequisite to the imposition of non-judicial punishment.

....c. Non-judicial punishment may be imposed for acts or omissions that are minor offenses under the punitive articles of the UCMJ. Generally, a minor offense is an offense which, if tried by a general court-martial, could not result in confinement for more than 1 year or in a dishonorable discharge. Some of the factors a commander considers in deciding whether the offense is "minor" are:

........(1) The nature of the offense and the circumstances surrounding its commission.

........(2) Your age, rank, duty assignment, record, and experience.

........(3) The maximum permissible sentence for the offense, if tried by court-martial.

....d. Any commander who is a commissioned officer may impose non-judicial punishment on members of his or her command for minor offenses. The commander acts on the basis of information that he or she determines to be reliable. In making this determination, the commander is not bound by the Military Rules of Evidence, or standards of proof applicable in a trial by court-martial. Although the Staff Judge Advocate has responsibilities to advise and help the commander evaluate the facts and determine what offense was committed, if any, the basic burden of decision remains with the commander.

....e. The commander’s determination as to an appropriate punishment will be made only after careful consideration of all matters in defense, mitigation, or extenuation presented by you and, except where impractical due to military exigencies, only after consultation with the servicing Staff Judge Advocate.

....f. Except for the following limitations which apply to combinations of punishments, all authorized punishments may be imposed in a single case in the maximum amounts:

........(1) Arrest in quarters may not be imposed in combination with restriction.

........(2) Correctional custody may not be imposed in combination with restriction or extra duties.

........(3) Restriction and extra duties may be combined to run concurrently, but the combination may not exceed the maximum impossible for extra duties. Thus, 45 days extra duty and 45 days restriction may be imposed, provided they run concurrently.

........(4) While not prohibited by law, the imposition of an unsuspended reduction in grade in conjunction with forfeiture of pay should only be imposed when the maximum exercise of Article 15 authority is warranted.

....g. If a member demands a trail by court-martial, the commander may not impose punishment under Article 15. The commander is not required to prefer court-martial charges. However, if the commander does prefer charges, he or she is not required to limit the charges to those originally included in the notification to the member. The commander may change the form of the charges to meet the requirements of the law or proof. New charges, whether or not known to the commander at the time of the offer of non-judicial punishment, may be added.

....h. If a person punished under Article 15 considers the punishment to be unjust or disproportionate to the offense, he or she may appeal through command channels to the next superior authority. All matters to be considered on appeal must be submitted in writing. The member is not entitled to a personal appearance before the appellate authority.

....i. Unless the commander indicates otherwise, all punishments are effective immediately upon notification of punishment. Punishments are not stayed pending appeal unless no action is taken upon appeal within the prescribed time after the appeal was formally submitted. In that case, upon request the member, any unexecuted punishment involving restraint or extra duty will be stayed until action is taken on the appeal.

....j. The member may request in writing that the commander suspend, mitigate, remit, or set aside a punishment in whole or in part. Requests for the suspension of an executed punishment of reduction or forfeiture of pay and requests for mitigation of a reduction in grade to forfeiture of pay must be submitted in time for the commander to grant the request within 4 months after the date of execution. Requests for set aside must be made within a reasonable time after the punishment is imposed, normally within 4 months.

........(1) Suspension. To suspend punishment is to postpone application of all or part of it for a specific probationary period, with the understanding that it will be automatically remitted at the end of that period if the offender does not engage in further misconduct. Any part of the punishment which remains unexecuted or unserved may be suspended at any time. Reduction in grade or forfeiture of pay may be suspended, whether on not executed, at any time within 4 months after the date of imposition. Punishment may not be suspended for longer than 6 calendar months from the date of the suspension or beyond an enlistment or current term of service. A suspension actions will set a specific date after which, unless it is sooner vacated, the suspension will terminate and the punishment will be remitted.

........(2) Mitigation. At any time before the execution of punishment is complete, the commander may change the unexecuted or unserved portion of the punishment to a less severe punishment in quantity or type. The general nature of the punishment must remain the same. The mitigated (later) punishment may not be for a greater period of time than that remaining for the original punishment when mitigating—arrest in quarters to restriction, correctional custody to restriction or extra duties, or both, extra duties to restriction. However, a reduction in grade, whether or not executed may be mitigated to a forfeiture as long as the action is taken within 4 months after the date of execution.

........(3) Remission. At any time before the execution of the punishment is completed, the commander may excuse the offender from the unexecuted portion. The expiration date of the current enlistment or term of service automatically remits any unexecuted punishment.

........(4) Set Aside. When the commander decides that a member who has been punished, or is being punished, has suffered a "clear injustice," he or she can cancel the punishment in whole or in part and restore the member’s rights, privileges, or property accordingly. Set aside is not normally considered a rehabilitation tool as are suspension, remission, and mitigation.

....k. Suspension of punishment may be vacated only if the member commits an offense under the UCMJ during the period of suspension. However, the offense need not be so serious as to independently warrant the imposition of non-judicial punishment.

....l. Outlined below are the maximum permissible punishments allowed by grade or position:

........(1) If the commander imposing punishment is a general court-martial convening authority or general officer and the offender is:

.............(a) An officer - Forfeiture of one-half month’s pay per month for two months, 60 days restriction, 30 days arrest in quarters, and a reprimand.

.............(b) Enlisted - Forfeiture of one-half month’s pay per month for two months, 60 days restriction, 45 days extra duty, 30 days correctional custody, a reprimand, and reduction of one grade; E4 (SrA) and below may be reduced to E1; E8 and E9 may be reduced one grade only by a commander who has promotion authority to those grades.

........(2) If the commander imposing punishment is a special court-martial convening authority, colonel or lieutenant colonel and the offender is:

.............(a) An officer - 30 days restriction.

.............(b) Enlisted - Forfeiture of one-half month’s pay per month for two months, 60 days restriction, 45 days extra duty, 30 days correctional custody, a reprimand, and reduction of one grade; E4 (SrA) and below may be reduced to E1; E8 and E9 may be reduced one grade only by a commander who has promotion authority to those grades.

........(3) Major and the offender is serving in the grade of E1 through E7: Forfeiture of one-half month’s pay per month for two months, 60 days restriction, 45 days extra duty, 30 days correctional custody, a reprimand, and reduction of one grade for E4 (Sgt.) to E6; E4 (SrA) and below may be reduced to E1.

........(4) Company grade officer, and the offender is serving in the grade of E1 through E7: Forfeiture of 7 days pay, 14 days restriction, 14 days extra duty, 7 days correctional custody, a reprimand, and reduction of one grade for E5 and below only.

2. I strongly recommend you make ever effort to improve, meet, and maintain the standards of your grade and experience. Your actions from this point forward will determine your future military career.