PERFORMANCE CORRECTION NOTICE

DISCIPLINARY LEVEL

Verbal Correction—(To memorialize the conversation.)

Written Warning—(State nature of offense, method of correction, and action to be taken if offense is repeated.)

Investigatory Leave—(Include length of time and nature of review.)

Final Written Warning

Without decision-making leave

With decision-making leave (Attach memo of instructions.)

With unpaid suspension

SUBJECT:Failure to follow company policies and procedures

Policy/Procedure Violation

Performance Transgression

Behavior/Conduct Infraction

Absenteeism/Tardiness

PRIOR NOTIFICATIONS

Incident Description and Supporting Details: Include the following information: Time, Place, Date of Occurrence, and Persons Present as well as Organizational Impact.

Cindy,

This is to document that Richard Caballero, cashier, has today made a formal harassment complaint against you. Richard states that the problem began in November when you, his immediate supervisor, called him at home to ask him out on a date. He declined the invitation. You asked him out again another time in late January or early February, and again he refused the invitation. He states that he had hoped that you would simply lose interest in him.

The situation became acutely more uncomfortable for him yesterday when you began blowing kisses at him while he was working at the cash register and you were taking a meal break at one of the tables.

Although Richard did not confront you yesterday about this incident, he reported it to his union steward, who in turn brought it to me. In our meeting, you confirmed that these events occurred. This written memo confirms that our company strongly disapproves of any conduct that might constitute sexual harassment. We are committed to guaranteeing all of our employees a friendly work environment. Your actions, however, have violated company policy.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Cindy, I expect that you, as a supervisor, will uphold all standards of performance and conduct. I expect that you will create a work environment that treats people with dignity and respect and never again engage in conduct that could diminish a person’s self-worth or sense of well-being.

2. Training or Special Direction Provided: Our firm’s policy on sexual harassment is attached. Please read the policy immediately and see me if you have any questions. In addition, I encourage you to attend a course at a local college or adult school regarding the “politics of sexual harassment.”

3. Interim Performance Evaluation Necessary? No

4. Our Employee Assistance Program (EAP) provider, Prime Behavioral Health Group, can be confidentially reached to assist you at (800) 555-5555. This is strictly voluntary. A booklet regarding the EAP’s services is available from Human Resources.

5. In addition, I recognize that you may have certain ideas to improve your performance. Therefore, I encourage you to provide your own Personal Improvement Plan Input and Suggestions:

(Attach additional sheets if needed.)

OUTCOMES AND CONSEQUENCES

Positive: I will remain available to help you and discuss areas where you require additional support. If you meet your performance goals, no further disciplinary action will be taken regarding this issue.

Negative: You are now being placed on notice that if you ever again fail to respect others’ rights regarding their personal lives, or if you ever again violate our organization’s policy regarding sexual harassment, disciplinary action up to and including dismissal may result. A copy of this document will be placed in your personnel file.

Scheduled Review Date: None

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE