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:Leaving the work site during a regularly scheduled shift

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.

Danny,

On Friday, April 18, you clocked out for your one-hour lunch period at 1:01 P.M. and clocked back in at 2:04. However, you were later seen leaving the building at around 2:30 and returning at approximately 3:40. You did not inform your supervisor of your whereabouts during this absence, and you were away from your workstation for over an hour. Your absence was witnessed by security officer Brenda Nettleton and your late return by your two coworkers. This issue was not brought to your immediate attention because I was away for one week on business.

On Tuesday, April 22, you were observed taking your ten-minute morning break and leaving the premises at 9:45 A.M. However, you did not return to your workstation until 10:18. You are entitled to a ten-minute break, yet you remained away from the workplace for over a half hour. This likewise violates company policy.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Danny, I expect you to never again leave your workstation without prior approval from your immediate supervisor. You are to limit your breaks to no more and no less than ten minutes at all times.

2. Training or Special Direction to Be Provided: Please review your employee handbook to familiarize yourself with company expectations of your day-to-day performance. A copy of your job description is attached to this document for the same purpose.

3. Interim Performance Evaluation Necessary? Yes. Because your recent attendance issues and time away from your workstation have recurred, I will reissue a performance evaluation that addresses your overall performance, although it is not time for your regularly scheduled review. We will meet next week to review this performance appraisal.

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: You are now being placed on notice that if you ever again leave your workstation during your normally scheduled work hours without informing your supervisor and gaining her permission, you may be dismissed. In addition, if you fail to adhere to your ten-minute break period, further disciplinary action up to and including termination may result. A copy of this document will be placed in your personnel file.

Scheduled Review Date: One week (May 2)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE