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:Failure to appear at your workstation in a timely manner; tardiness

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.

Marlene,

On August 14, your supervisor reported that you did not appear at your workstation until 7:25 A.M., twenty-five minutes after the beginning of your shift. A customer with a prearranged appointment had been waiting for you since 7:00 A.M. You were witnessed parking your car in the red zone in front of the building at 7:00. You ran into the main entrance, swiped your ID badge through the Kronos machine, and then ran out to your car to find a parking spot. By the time you returned to the office, it was twenty-five minutes past your start time.

We waited to see the weekly Kronos report to ensure that you in fact swiped in to work at 7:00. This was indeed the case; you did not attempt to manually edit your punch after the fact. As a result, you violated company policy 5.51 on Timekeeping. Understand, Marlene, that this issue is separate from and more serious than the problems you have been experiencing with tardiness. Failing to appear at your workstation for a significant period of time after swiping in falls under the violation “Failure to observe working schedules.” In addition, time is “stolen” from the company because of your willful misrepresentation of company records. Work flow was disrupted, and you provided subpar customer service as well.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Marlene, I expect that you will never again jeopardize your employment by swiping in to work without going directly to your work area in order to take care of a personal need. I also expect your tardiness problem to cease; your previous written warning stated that you were to adhere to company policy regarding attendance at all times.

2. Training or Special Direction to Be Provided: I am attaching a copy of policy 5.51 on Timekeeping. I am also providing a copy of policy 5.82 on Recordkeeping; this policy describes record falsification and its consequences. You were given a copy of the tardiness policy with your July 13 written warning. Read these policies immediately and bring any questions you have regarding them to me tomorrow. I also recommend that you review your employee handbook to familiarize yourself with company rules and standards of performance and conduct.

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, by familiarizing yourself with the rules and policies attached to this document and in the employee handbook, you will feel more secure concerning what’s expected of you.

Negative: You are now being placed on notice that if you ever again swipe in without reporting directly to your workstation, or if you leave your workplace unattended while you are officially on the clock, you may be immediately dismissed. In addition, I remind you that according to company policy, if you have two more tardies in the rolling calendar year, you will be placed on final written warning for tardiness. A third incident in the rolling calendar year will result in 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

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.”