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:Disclosure of confidential information

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.

Brent,

On August 1, you conducted a telephone conversation with Morris Kirschenbaum, a wholesaler, regarding the price of switch plates for an upcoming sale. Specifically, you told Mr. Kirschenbaum that the best bid that you currently had was $0.20 each for a lot. Another wholesaler, Fred Schiller, whom we’ve worked with for the past two and a half years, learned of your disclosure to Mr. Kirschenbaum. Mr. Schiller later refused to honor our original bid and consequently severed our working relationship because you disclosed confidential information to a third party.

This disclosure of confidential pricing information violates policy 3.01, Confidential Information, which states: “All sales price bids are to be kept strictly confidential. Release of prior sales or present bids is strictly prohibited.”

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Brent, I expect you to abide by all established policies and procedures. I also expect that you will never again display such a serious lack of judgment or discretion by sharing bid prices in advance of a sale.

2. Training or Special Direction to Be Provided: Policy 3.01 is attached. Please read this policy immediately and see me with any questions that you may have.

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 help our company remain profitable by ensuring that our bids are competitive and that our relationships with our vendors remain solid.

Negative: If you ever again divulge confidential company information regarding pricing, bids, or any other protected areas of information, disciplinary action up to and including dismissal may result. 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