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:Insubordination, violation of standards of performance and conduct

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.

Denise,

Today you displayed unacceptable conduct when I asked you a simple question. You were rude, argumentative, and hostile in front of the entire Human Resources staff and an outside vendor. You used unprofessional language, placed your hands on your hips in a defiant manner, and rolled your eyes when I addressed you. Your outburst disrupted the meeting I was holding and the functioning of the department. Your behavior was clearly insubordinate and in violation of company standards of performance and conduct.

Your conduct has steadily deteriorated over the past two months since you learned you would not be promoted to the position of staffing manager. When I have asked you to update me on projects you are working on, you have responded in a curt and condescending manner. In the past month, three of your coworkers have complained about the abrupt manner in which you treat them.

On January 6, three weeks after you learned that you wouldn’t be promoted, I discussed this developing problem with you. I explained that I understood that you were disappointed that you were not promoted, but I informed you that your conduct needed to improve or you would find yourself facing progressive disciplinary actions up to and including dismissal. I told you that I would respect your decision to find work elsewhere, but you assured me that you were fine and that you were happy working here. Unfortunately, your conduct since that meeting has not improved, and this recent blowup is totally unacceptable.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Denise, I expect you to maintain a working environment that is free from any hostility, disruption, or antagonism.

2. Training or Special Direction to Be Provided: I am sending you to a one-day off-site training workshop on interpersonal relationships, especially on dealing with conflict in the workplace. While attending this training, I expect you to consider whether further employment with our company is a viable alternative for you.

3. Interim Performance Evaluation Necessary? Yes. Although it is not time for your regularly scheduled annual performance evaluation, I will write an appraisal in the next two weeks that reflects your recent conduct infractions and your overall performance year-to-date.

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 are now being placed on formal notice that if you ever again display unprofessional conduct with me or any other employees or outside contacts, you may be immediately discharged for cause. A copy of this document will be placed in your personnel file.

Scheduled Review Date: Two weeks (February 24)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE

Note: Since this is a final written warning, add this sentence to the Employee Acknowledgment: “I also realize that this is my last chance. If I fail to meet the standards established in this memo, I will voluntarily resign or be terminated for cause.”