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:Personal cell phone use on the sales floor

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.

Roberto,

On April 14, you were observed using your personal cell phone for nonwork-related reasons while on the sales floor, which violates our company’s Cellular Phone/PDA Usage policy. Personal cell phones and personal digital assistants are not permitted on the sales floor at any time during a retail representative’s shift. You were instructed and informed about this policy when you went through new hire orientation, and as you are aware, this policy is consistently enforced in our store. The cellular phone policy states the following:

It is the policy in Retail Sales Stores that usage of cellular phones and personal digital assistants (PDAs), while on the clock, is not allowed in the work area. The use of such devices must not disrupt business operations or hinder an employee’s ability to focus on performing work. It is the policy of the Retail Sales Department that all employees are to refrain from using their personal cell phones on the floor while working.

Further, as we discussed, personal cell phone usage on company premises during working hours is disruptive to your customer service responsibilities and a distraction to other employees. If you need to make a personal call outside of prescheduled breaks, you are to notify your supervisor (or, if not available, another leader on the floor), status yourself correctly, and utilize the break room or anywhere where your phone calls will not be distracting to others—but never on the sales floor itself. This document subsequently serves as a documented verbal warning for violation of this company policy.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Roberto, you are not to use your personal cell phone during business hours unless there is an emergency, which should be communicated to your supervisor in advance, if possible. In exceptional cases of emergency, any calls must be taken outside the retail sales area. Immediate and sustained improvement is required.

2. Training or Special Direction Provided: You are required to reacquaint yourself with the Cellular Phone/PDA Usage policy. If you have any questions, please contact me, any other member of the retail management team, or your Human Resources Business Partner.

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.

Negative: You must clearly understand, however, that failure to demonstrate immediate and sustained improvement 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