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:Antagonistic behavior toward a coworker; unwillingness to perform properly assigned work

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.

Marge,

Yesterday, you displayed unprofessional conduct toward a coworker. Namely, when Debbie Carter came to see you to retrieve a folder from your area in order to look at an invoice, she asked you to give her the account file. You did so reluctantly and unwillingly after expressing your dissatisfaction by stating, “God, don’t you know how busy I am? I don’t have the time to do your work for you. Keep an eye on your own damn files next time, okay?”

The employee complained to me, and I invited Human Resources to investigate the matter. Two witnesses confirmed that your behavior was inappropriate and unacceptable. They stated that you became unduly upset and loudly complained so that others around you would hear you. It was reported that your manner and tone of voice were belittling, antagonistic, and intimidating. This violates our firm’s standards of performance and conduct.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Marge, I expect you to foster a sense of community and cooperation in the workplace. You are to assist others in completing their tasks and to treat others with dignity and respect at all times.

2. Training or Special Direction to Be Provided: If you would like to attend an outside seminar on dealing with interpersonal conflict in the workplace or on controlling anger, please let me know so that I can arrange it. Otherwise, I want you to meet with me immediately when you feel that you’re having difficulty dealing with a particular coworker or situation so that I can help you solve the problem.

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 act in a manner that can be considered hostile, offensive, or antagonistic toward a coworker, customer, or vendor, disciplinary action up to and including termination 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