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 policy 2.01

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.

Anita,

We have just completed a thorough investigation of the allegations of sexual harassment that you levied against your department manager, Chuck Rourke. We have addressed these allegations with him and are taking appropriate action in light of our findings. During the course of this investigation, however, we obtained information from a number of sources that calls into question your conduct in relation to the company’s standards of performance and conduct. These standards are detailed in your employee handbook in section 2.01.

It has been reported to us that you, as a supervisor, initiated, encouraged, and willingly participated in conversations of a sexually explicit nature with your subordinates. In addition, a number of employees reported that it appeared to them you were attempting to initiate a more personal relationship with your department manager and that they witnessed no incidents of misconduct on his part toward you or any other employee. Statements from several employees report that you frequently and openly shared private details of your personal life with Chuck. Such conduct clearly violates our organization’s standards of performance and conduct.

We are open to investigating and correcting any and all legitimate claims of harassment that you feel may exist in the workplace. However, we cannot overlook the evidence that you appear to be responsible for unacceptable conduct in this instance.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Anita, I expect that you will follow all company standards of performance and conduct and avoid any and all conversation in the future that can be construed as sexually explicit, provocative, or harassing.

2. Training or Special Direction to Be Provided: Please reread section 2.01 in your employee handbook immediately to familiarize yourself with the types of behaviors that are considered inappropriate.

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 again engage in conduct that violates any of our organization’s standards regarding sexual harassment, disciplinary action may result up to and including termination. 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

Note: Since this is such a serious offense, add the following sentence to the Employee Acknowledgment: “In addition, I understand that if I fail to meet the directives outlined in this memo, I will voluntarily resign or be terminated for cause.”