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:Sleeping on the job

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.

Eric,

Today I walked by your cubicle at approximately 9:00 and saw you sitting in your chair with your head down in your arms. I assumed that you were resting your head because you had a headache. When I walked by again at 9:08, I saw that you were still sitting in the same position and had not moved. I came into your cubicle to see how you were, and when I called your name once, you did not answer. When I tapped your shoulder, you jumped up in alarm because I had awakened you.

We later discussed the fact that you were working late at night and had been busy with personal affairs after work. You apologized for this mishap, assured me that it would not happen again, and committed yourself to getting more sleep at night. Your actions, however, have violated company performance standards.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Eric, I expect you to get enough sleep at night to arrive at work each morning refreshed and eager to begin. I expect you to remain sufficiently responsible to retain your position as claims adjuster.

2. Training or Special Direction to Be Provided: Attached to this document is a copy of your job description. Please review the section on Accountabilities to refamiliarize yourself with your performance expectations.

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 increase your productivity and help our department reach its targeted claims processing goals.

Negative: You are now being placed on notice that if you again fall asleep on company time and on company premises, further discipline up to and including dismissal will 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