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 act, failure to disclose, violation of Standards of Business Conduct

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.

Scott,

This document serves to notify you that you are being issued a final written warning for violation of company policy regarding Employee Conduct and Standards of Business Conduct and management’s duty to act. Specifically, on July 30, you witnessed another sales manager, Martina Santino, return to the office from lunch intoxicated and smelling of alcohol. Martina was reported to have an unsteady gait, to be slurring her words, and to be “talking gibberish” per several witnesses that had observed her behavior.

It was likewise reported that you had spent approximately fifteen to twenty minutes with her in your office, apparently trying to “sober her up.” You knowingly failed to report this serious and high-risk situation to anyone until I contacted you, after hearing about it from another manager. When I questioned you about this, you stated that you knew she was drunk, but you didn’t want her to get into trouble. You stated that she didn’t have any further client visits or meetings scheduled for that afternoon, and you hoped that she’d be able to work it off at her desk, primarily doing paperwork that afternoon.

Withholding such critical information and failing to report and immediately communicate this behavior to me or to Human Resources is highly unacceptable and unprofessional behavior, especially in light of your role as an organizational leader. As a seasoned representative of our sales team, you are held to the highest standards of conduct and behavior, and your judgment is now questionable. Simply put, you should have known better. Your failure to escalate and disclose this issue undermines our company’s efforts at being an ethical employer and an outstanding business partner in our community.

Your unilateral decision to “protect” your peer is a dishonesty-related offense, a knowing misrepresentation of facts, and conduct inconsistent with the role and responsibilities of a leader in our department and in this company.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Scott, you have an affirmative obligation to disclose issues that could require management intervention or support services that could potentially help the person. Going forward, I expect that if you ever again become aware of or witness misconduct of this sort—especially behavior that may jeopardize an employee’s job, or otherwise reflect poorly on the company’s part in our community—you will immediately report it to Human Resources or to a member of management.

2. Training or Special Direction Provided: To emphasize the importance of affirmative disclosure and reporting, you will be required to complete the training: Standards of Business Conduct Overview within thirty days of the issuance of this corrective action. You will likewise be required to review immediately the Employee Conduct and Corrective Action Process policy.

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. This represents an opportunity for you to rethink and reestablish your commitment to the organization and the significance of your role as a leader within the Sales Department.

Negative: You must clearly understand, however, that failure to demonstrate immediate and sustained improvement may result in further disciplinary action, up to and including dismissal. 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