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 seven incidents of tardiness in this rolling calendar year. The dates are:

This number of incidents has disrupted the work flow in our unit and caused our department to incur unscheduled overtime because others have had to carry the extra workload. Seven incidents of tardiness in the rolling calendar year constitutes failure to meet company standards of performance and conduct (policy 2.14).

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Tony, I expect that you will assume total responsibility for your timely arrival at work. I am disappointed that we are again addressing this after you committed to fixing this problem back in April.

2. Training or Special Direction to Be Provided: A copy of our firm’s attendance policy is attached, and it specifically addresses tardiness. I expect you to read this policy again and see me if you have any questions about the organization’s rules governing tardiness.

If you need to meet with Gail Engel in Human Resources to discuss your rights under the Family and Medical Leave Act, you can reach her at x2279.

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: According to corporate policy, this seventh incident of tardiness dictates that you now be given a written warning. A written warning is a serious transgression, and your position is now in jeopardy of being lost. This indicates you may not have taken your former warning as seriously as you should have.

If you reach nine tardies in the rolling calendar year, you will be placed on final written warning. As per policy 2.14 on attendance, when an employee is in final written warning status for tardiness, any occurrence of absenteeism or tardiness in the rolling calendar year will result in immediate dismissal. Furthermore, an employee in final written warning status will be ineligible for promotion or transfer. The employee will be ineligible to receive any approved time off except previously scheduled holidays, bereavement, or any time off required by law. 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: Add the following sentence to the Employee Acknowledgment: “I also acknowledge that my job is now in jeopardy of being lost.”