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 personal telephone calls

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.

Jeannie,

In April, you received your annual performance evaluation, which stated that you did not meet departmental performance expectations and that you were making excessive personal telephone calls. On May 18, you received a written correction for excessive telephone usage.

A departmental telephone audit was conducted last week. Despite these two notices of unacceptable conduct, at least 21 of your 68 calls in June, or 31 percent, were personal. And in July, at least 48 of 126 calls, or 39 percent, were personal. These calls were all made to your home phone number. This indicated that you may not have taken your prior warning or your April evaluation as seriously as you should have.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Jeannie, I expect you to follow all rules and regulations at all times regarding personal telephone usage or any of the other standards of performance and conduct outlined in the employee handbook. Furthermore, you are to use a public telephone from now on unless your supervisor approves an exception to that rule in case of emergency.

2. Training or Special Direction to Be Provided: You received a copy of the policy regarding personal telephone usage when you were disciplined in May. Reread that policy immediately and tell me if you have any questions.

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, we will not charge you for the new personal telephone calls you made over the past two months.

Negative: You are now being placed on notice that if in the next ninety days you make one additional personal phone call on company time that is not of an emergency nature, you may be immediately dismissed. After that ninety-day period, your calls will continue to be monitored on an ongoing basis. Any further transgressions may subject you to further progressive disciplinary action up to and including dismissal. A copy of this document will be placed in your personnel file.

Scheduled Review Date: None

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT

Note: Since this is a final written warning, add the following sentence to the Employee Acknowledgment: “I understand that this is my last chance. If I fail to abide by the rules established in this memo, I will voluntarily resign or be discharged for cause.”