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:Failure to follow proper timekeeping guidelines

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.

Santosh,

This document serves to notify you that you are being issued a written warning for violating our Effective Timekeeping Rules policy.

On April 25, I trained you and the rest of team on how to complete time cards accurately in light of your recent reclassification to nonexempt status. However, last week I noticed a pattern of your arriving late to your first job but clocking in prior to your start time. We sat together so that I could instruct you one-on-one on the company policy and clock-in procedures.

On May 16, I noticed once again that you clocked into Kronos before you arrived at your first job, so I conducted a two-week look-back audit of your Kronos timekeeping records. Research confirmed that you continued to make errors on your time card submissions, specifically clocking into Kronos before you arrived at your first field location. We likewise sat and discussed this, and you assured me that you understood how to clock in properly and how important it was that the electronic record reflects your physical whereabouts.

Over the past two weeks, I conducted a random audit of your clock-in times relative to your actual start times and found the following:

TOTAL OVERAGE = 74 minutes

When I discussed this with you, Santosh, you stated that you’re still upset about having been reclassified to hourly status and do not agree with the company’s decision for this change in your classification. However, as we discussed, this change is a direct result of recent changes in the law regarding wage and hour classification, and as such, it is critical that you assume responsibility for managing this task accurately from this point forward.

Further, as a result of your ongoing incorrect start/stop submissions into Kronos, you are being issued this corrective action memo, which is intended to make you aware of the seriousness of your actions and to afford you the opportunity to correct this issue.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: I have coached you individually and the team as a whole on the importance of arriving at your workstation or at your first field appointment on time and clocking in and out of Kronos accurately. I have reiterated the importance of accurate timekeeping during our weekly staff meetings. I also have mentioned in past meetings that occasionally I will be conducting audits on employees to ensure that this is being done correctly.

Moving forward and at all times you are expected to:

• Adhere to department and company policies, guidelines, and requirements.

• Ensure that you are taking lunch no later than five hours after the start of your shift begins and that your lunch break is no longer than sixty minutes.

• Ensure that you are clocking into Kronos when you arrive to the job (expected time is 8:00 A.M.) and clocking out of Kronos upon completion of your last job—NOT while driving to the job or when returning home.

• Notify your supervisor immediately if you find that you may need to work additional hours to complete your work. You are likewise required to notify your supervisor prior to reporting to work/work areas that you are not assigned to and assisting other technicians.

• Status yourself correctly and accurately in Kronos when on lunch and breaks.

2. Training or Special Direction Provided: Please familiarize yourself with Kronos time card reporting procedures and other equipment or policies that you need to report to work and record your time accurately. You may reach out to Payroll with specific questions that go beyond my training sessions.

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. Your accurate time card submissions will help us account for and assign resources appropriately and manage our budget efficiently.

Negative: Immediate and sustained improvement is required. Future violations of this or any company policy, whether or not specifically outlined above, may result in further corrective action up to and including termination. 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