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.

Roger,

It has come to management’s attention that while in the elevator you attempted to kiss a fellow worker whom you previously dated after that individual explained to you that she is no longer interested in a personal relationship beyond work. Indeed, since you dated her last year, she has become engaged to another person.

In our meeting, you shared that you “went over the line” because you still have feelings for her, work side by side with her on a daily basis, go to lunch with the same group of friends, and occasionally meet after hours at the gym. You admitted that you “lost focus” in terms of respecting her wishes to be left alone. Finally, you stated that you will respect her in the future and maintain an appropriate distance.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Roger, I expect you to adhere to the commitments you made in terms of respecting your coworker’s rights regarding her personal life and her right to feel comfortable working side by side with you.

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.

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: Our organization is committed to guaranteeing all of our employees a friendly work environment based on respect of their rights. You are now being placed on notice that if you fail to respect this coworker’s or any others’ rights regarding their personal lives, you may be dismissed. Furthermore, I remind you that if you retaliate against this employee in any manner, you may likewise be dismissed. 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