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:Written warning: substandard performance; final written warning: insubordination

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.

Michael,

Issue 1: On March 27, 2017, department supervisor Anne Rollins requested that you fill out a “Where Does My Time Go?” report to measure how effectively you manage your time. You told Anne that you refused to do the report because you felt like you were being picked on. Your supervisor responded, “Well, you have to because I’m asking you to.”

When your supervisor questioned you at the end of the day regarding your completion of this report, you stated that you hadn’t had time to complete the report. Your supervisor requested that you complete the report by your next workday, Monday, March 31. She explained to you that everyone in the department had to complete this form—not just you.

However, on Monday morning, you said nothing to your supervisor about the report. At 4:00 Monday afternoon, your supervisor asked you for the completed report. You responded that you hadn’t had an opportunity to complete it. You consequently failed to follow direct instructions and to perform properly assigned work.

Issue 2: On April 8, 2017, supervisor Steffi Falker asked you to come to work the following day at 8:00 A.M. instead of 10:00 A.M., your normally scheduled time. Steffi explained to you that you were needed for staffing reasons, namely that your coworker would not be in that day. You said nothing to your supervisor and only nodded your head. You then turned and walked away.

On April 9, you showed up at work at 10:00, your regularly scheduled time. You said nothing to Steffi about not reporting to work at 8:00 A.M. You consequently breached your duty to inform your supervisor that you weren’t planning on coming in. As a result, the work flow was disrupted, and customer service was compromised. Your refusal to follow a reasonable directive constitutes insubordination.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Michael, your behavior must change immediately and your performance must substantially improve if you are to keep your job. You are from this point on to acknowledge your supervisor when you are being addressed, clearly communicate any questions you have regarding your instructions, and complete all assignments as directed in a timely fashion.

2. Training or Special Direction Provided: Your job description is attached for your review. Please study your employee handbook as well so that you better understand what the company expects of you.

3. Interim Performance Evaluation Necessary? No. Your annual review is due next month; these issues will be reviewed at that time.

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 be able to make a more positive impact on the operations of our department and create more open and communicative relations with your supervisors and coworkers.

Negative: If you ever again fail to follow immediate instructions from your supervisor, you may be discharged. If you ever again fail to inform your supervisor of your inability or unwillingness to report to work at a given time or to complete a given assignment, you may likewise be immediately terminated for cause. In addition, if in the next ninety days you fail to meet any other standards of performance and conduct, you will be placed in a formal ninety-day probationary period. Further transgressions at any time while in that probationary period may result in dismissal. A copy of this document will be placed in your personnel file.

Scheduled Review Date: Ninety days (July 10, 2017)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE

Note: Because this is a final written warning, add this sentence to the end of the Employee Acknowledgment: “In addition, I understand that this is my last chance and that I am in serious jeopardy of losing my job. If I breach any of the performance standards established in this notice, I will voluntarily resign or be discharged for cause.”