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:Substandard work performance

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.

Meredith,

I found the Panico $97,000 loan file sitting on your desk one and a half weeks after the borrowers signed all appropriate paperwork. Your failure to process their loan paperwork in a timely manner could have potentially affected the loan’s final interest rate and jeopardized the entire transaction.

Regarding the Verucchi file, you stated that you mailed an affidavit to the borrower on December 24 via FedEx priority overnight. You insisted that you left the completed FedEx on the mail-out table in the mailroom. The borrower called me on the night of December 26 to tell me that he hadn’t received the letter yet. You confirmed for the borrower at that time over the telephone in my presence that you had indeed FedExed the letter on December 24. After that conversation, I checked with our mailroom staff and found that no record of such a mailing exists. I also contacted FedEx myself, and they likewise had no record of the file. Clearly, the facts that you presented to me do not agree with our mailroom’s or FedEx’s records.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Meredith, because of the timely nature of the loans we process, I expect you to pay very close attention to all time-related deadlines. I also expect you to follow the exacting standards that you were trained on when learning our company’s procedures for loan processing. Finally, I expect you to conduct daily audits of your desk work to ensure that no projects or loans are sitting idly when they should be forwarded to someone else or some other department for proper handling.

2. Training or Special Direction to Be Provided: As we discussed in training, I remind you to always ask, What’s the next logical step in this loan’s processing? or Who else needs to be involved in this loan’s handling in order to successfully close it? In addition, I would like you to present your training notes to me tomorrow with the points highlighted that would have averted these two mishaps. Finally, please review your job description, and see me tomorrow if you have any questions related to your position’s key responsibilities, essential job functions, or secondary accountabilities.

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 successfully complete the terms of your introductory period and gain more independence and satisfaction on your job.

Negative: You are not currently meeting company work performance standards. If you again leave loan files that have active time deadlines unattended on your desk, if you fail to properly mail, FedEx, or otherwise distribute material that will help close that loan, or if you are unable to meet company performance requirements at any time within the remainder of your introductory period (through February 16, 2017), you will be dismissed. A copy of this document will be placed in your personnel file.

Scheduled Review Date: One week (January 3, 2017)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE

Note: Since the employee’s job is in jeopardy, add this sentence to the Employee Acknowledgment: “I understand that my position is now in jeopardy of being lost and that I must make substantial improvements in my performance in order to remain employed.”