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:Excessive tardiness

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.

Tony,

You have incurred five incidents of tardiness in this rolling calendar year. The dates are:

This number of incidents has disrupted the work flow in our unit and has caused our department to incur unscheduled overtime. In addition, your tardiness has impeded the performance of your coworkers, who have had to carry the extra workload. Five incidents of tardiness in the rolling calendar year constitutes failure to meet company standards of performance and conduct.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Tony, I expect that you will assume responsibility for your timely arrival at work and that, from this point on, we won’t have to address this issue again.

2. Training or Special Direction Provided: A copy of our firm’s attendance policy is attached. Please read the policy thoroughly today and meet with me tomorrow with an action plan outlining how you will correct this 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. In addition, you will help our department minimize last-minute overtime costs and staff rescheduling.

Negative: According to corporate policy, if you reach seven unauthorized tardies in the rolling calendar year, you will be placed in a written warning status. If you reach nine tardies in the rolling calendar year, you will be placed in a final written warning status. If you reach ten tardies in the rolling calendar year, you will 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