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:Misuse of electronic information resources/nonwork-related emails; lack of professional discretion

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.

Ari,

This document serves as a Final Written Warning for violation of our company’s Use of Electronic Information Resources policy.

On April 16, you forwarded three emails to six coworkers that were nonwork-related and furthermore were racially/culturally insensitive and distasteful. This lack of judgment on your part caused you to be in direct violation of our Use of Electronic Information Resources policy as well as our company’s expectations around professionalism in the workplace.

By your own admission during our meeting, you intended to forward the emails to a select group of coworker friends; however, you mistakenly forwarded them on to a director in our Texas office with a similar name. Upon receiving your emails, the director in Texas promptly replied: “I’m not sure why I’m included in these emails. In the future, please do not forward any questionable nonwork-related emails to me.” That individual then forwarded the distasteful emails to our head of Human Resources here in New Hampshire.

The use of company email should be used for company-related communication. Likewise, all other forms of electronic communication (e.g., instant messaging, facsimile, and voice mail) must be utilized for work-related needs. The company population is very diverse, and every employee may have different ideas about what’s offensive and what’s not offensive. Any employee can easily be offended by such an email or questionable nonwork-related communication (in passing or a mistaken forward, for example), such that feelings can be hurt, trust undermined, relationships damaged, and more. Also, the legal ramifications of a perceived racial slur or sexual innuendo, as demonstrated in the email you sent, can put you and the company at risk.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: I expect you to adhere to the Use of Electronic Information Resources policy as well as all professionalism standards outlined in our employee handbook and code of conduct.

Moreover, email, facsimile, voice mail, texts, and any other electronic information resources are not to be used in a way that is disruptive or offensive to others. Electronic information resources are not to be used for communications that may inadvertently offend others, detract from our inclusive and employee-centric work environment, or otherwise violate our organization’s respect in the workplace policy.

2. Training or Special Direction Provided: You must reacquaint yourself immediately with all policies and procedures as outlined in the employee handbook and code of conduct, especially the Use of Electronic Information Resources policy. If you have any questions, please contact me, another member of management, or Human Resources.

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 and avoid similar indiscretions in the future, no further disciplinary action will be taken regarding this issue.

Negative: Immediate and sustained improvement is required. Future violations of this or any policy, whether or not specifically outlined above, may result in further 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 GOES HERE