Guide: How to cite a Email in Chicago Manual of Style 16th edition (note) style

Guide: How to cite a Email in Chicago Manual of Style 16th edition (note) style

Cite A Email in Chicago Manual of Style 16th edition (note) style

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Use the following template to cite a email using the Chicago Manual of Style 16th edition (note) citation style. For help with other source types, like books, PDFs, or websites, check out our other guides. To have your reference list or bibliography automatically made for you, try our free citation generator.


Pink text = information that you will need to find from the source.
Black text = text required by the Chicago Manual of Style 16th edition (note) style.

Reference list

Place this part in your bibliography or reference list at the end of your assignment.


Author Surname, Author Forename. 'Title'. Email, Year Published.


'Re: NCS With The Challenge'. Email, 2014.

In-text citation

Place this part right after the quote or reference to the source in your assignment.


Author Surname, 'Title'.


Hi Ivan,

Thanks for your email and for looking into this. The information you are giving me is quite shocking to be honest. 

First you tell me that the trainers said that my disengagement was due to me being on my mobile phone, which I let you know that that was solely for note taking and capturing the presentation. Below I attach all relevant documents taken from my phone as proof. Clearly, the trainers' conception is so wrong as my consistent note taking is a testament to the opposite of "not taking an interest in what her role would be". If I used my device to complement my handwritten notes and mobile phones were not allowed, they had to do nothing more other than to inform me it was not allowed.

Then today you tell me that the trainer had complaints on my software training attitude, which is beyond false as I have completed all steps of the software training and further asked the trainer a couple of questions on guidance, which is surely the whole purpose of the training. Besides that, the number of questions I asked were the same as all of my colleagues asked. 
The only 'attitude' I had was that the room was extremely cold and they might have seen the expressed discomfort on my face, as the AC was put on directly on us, which is why many of the trainees and myself asked for it to be switched off plenty of times over and over again. If this is mistakenly taken as 'non-engagement' by your trainers, it is certainly an absurd reason for dismissal. 

Now, the level of engagement I showed is undisputable, as we had to design a campaign for the first part of training and the idea we presented was mine. You can even ask any of the other trainees that were on my team. You can also ask them how I engaged with them on the ice-breaker activity as two commented I was very 'friendly and smiley'. I have no problem meeting with everyone that was present in the room on training day and yourself, as that would clearly prove to you I was engaged. Below I also attach other pictures from my notes of the campaign which I designed with my team. 

As to the claims I want to see the trainers in a meeting with yourself, as what I hear is beyond false. I feel like the organisation decided they had to lay someone off as they had more staff than needed perhaps, and that person was unfortunately me. Otherwise, this doesn't explain why I was not told anything on the day of the training, or the next four days, and I just found out I was dismissed on my first day at work. It also doesn't explain why the trainers had me sign the contract on the end of the training day. Surely if they were dissatisfied they would had firstly let me know, and most importantly not have me sign the employees contract.

There are many things regarding the procedures followed by the organisation that do not add up. Not to mention the highly unprofessional manner in which I was laid off, after going all the way to the venue on my first day of work and before even starting my first day. My programme leader didn't even know that I wouldn't be working that day, until the same morning.

Lastly, Clause 15 that you mentioned states that "The Challenge reserves the right to terminate your employment immediately without any advance notice within the first month of your employment". The problem with that is that I hadn't even started my employment yet. This was on training, so I didn't even get the chance to start my first day. Procedures taken by the organisation were very unprofessional towards myself, as my dismissal before even starting to work is unjust and unreasonable beyond words and an insult to me, as it was claimed that I was 'inadequate in training' based on no valid reasons.

Lastly, such treatment to its employees by an organisation that is a government backed programme and claims to help young people gain confidence to realise their potential, is a contradiction to what the scheme says it promotes. I feel that I have been emotionally abused by such treatment due to making me feel inadequate, before even starting my first day of work for absolutely no sound reason. This has caused me much emotional distress, as you witnessed yesterday at your office and the impact it will have on me financially will be another severe consequence.

I have been working voluntarily for the past year for Outreach Careers Advisers appointed by the Jobcentre, and was also trained by the Fly Consortium which helps young people gain employability skills. You understand why falsely deeming me 'inadequate' for this job position based on your staff's ill judgement, causes me so much distress and is such a major disrespect to myself, as this is what I do for a living. 
In fact, I am the co-founder of a social campaign to help the youth participate in democracy. Ironically, in the next weeks me and my team mates are pitching to the NCS for a partnership with our campaign, under One Planet Ventures and the Y-Project. Clearly, I was fond of the NCS in terms of its cause and values. 
You see now why this unacceptable experience with the NCS has disappointed me so much, and I will be bringing that to the table in my next contacts with the heads of the organisation. 
Besides the email complaint procedure that you advised me to follow, I will be seeking help from every official source I can receive help from to solve such an injustice towards me from the NCS organisation, as I have never experienced such treatment in the workplace by any other organisation I've worked for.

The easiest way of solving this issue and assessing me, would be to call me in your office to test the knowledge acquired on the day of training and the claims of the trainer, as proof that I was engaged. 
Also, as I've mentioned in a previous email, I would like to book an appointment with yourself and all your staff involved, with the presence of my Referee who works in conjunction to the Jobcentre and can vouch for my professional conduct in the workplace to you, and to advise me on procedures.

Thank you, Ivan, for responding and advising me on what procedure of complaint I should follow next.
Please let me know when we can arrange the meeting with all parties involved and you as the manager being present.

Maria Christophi.
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