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 leave¹⁹

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 nine 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. Nine 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 and immediately eliminate your tardiness problem.

2. Training or Special Direction to Be Provided: None at this time. You have already received copies of our firm’s attendance policy regarding tardiness. You have received verbal and written warnings as dictated by company policy. I hold you fully responsible for your attendance and timely arrival at work.

3. Interim Performance Evaluation Necessary? No²⁰

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 ninth incident of tardiness dictates that you now be given a final written warning. You are now formally notified that any unauthorized occurrences of tardiness in the rolling calendar year will result in immediate discharge.

In addition, as per policy 2.14 on attendance, you will be ineligible for promotion or transfer for six months (until June 14, 2017). You 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: Since this is a final written warning, insert the following sentences into the Employee Acknowledgment: “I understand that I have the right to discuss this with a union official, or anyone else who can advise me of my rights, before I sign it. I understand that this is my last chance. No further incidents of tardiness will be allowed. If I fail to meet the terms and conditions of employment as stated in this final written warning, I agree that I will voluntarily resign or be discharged for cause.”