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.

Jim,

On February 26, 2017, after realizing that you had missed the morning delivery to the corporate office, you requested that our company courier, Steve Martinson, disrupt his daily schedule by returning to your branch office to pick up a package that you needed delivered to corporate. You stated that you had a package for the president/CEO and that it was urgent that it be delivered that morning.

Because Steve knew that returning to your office would make it difficult for him to meet his delivery schedule, he called his supervisor, Janet Smarter. When Janet called you to question you about the delivery, you “ate her head off” (in her words) and shouted that she, a mailroom supervisor, should not question your authority.

It was later discovered that your package was not for the president, as you stated earlier, but for another department for personal reasons. You consequently admitted that you had used the president’s name and your authority as assistant vice president to get the courier, in the midst of his deliveries, to return to your branch to retrieve your package. This made it difficult for the courier to meet his delivery deadlines.

Your actions constitute misconduct. As an assistant vice president, you misused your title and authority to disrupt company business for your own personal gain. You verbally humiliated a supervisor over the phone in the process even though she was doing her job and questioning you appropriately. Your conduct violates policy 2.05 and warrants giving you a written warning for these multiple offenses.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Jim, I expect that you will never again misuse your title, improperly invoke the president’s office, or verbally humiliate a lower-ranked staff member under any circumstances.

2. Training or Special Direction to Be Provided: To assist you in succeeding as an assistant vice president, you will be required to attend an off-site Management Basics seminar conducted by the American Management Association on April 10. This course has been attended and successfully evaluated by other members of our management team, and it will provide you with an overview of management’s rights and responsibilities.

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. By realizing that an executive title brings many responsibilities, you will handle future situations appropriately and increase respect and communication in the workplace.

Negative: If you ever again engage in conduct that compromises the integrity of your office, if you misuse your authority by arbitrarily “pulling rank,” or if you violate any other standards of performance and conduct, you may be immediately discharged for cause. 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