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:Substandard work performance: glass breakage, 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.

Rick,

Yesterday, you placed 100 sixteen-ounce bottles straight out of the autoclave machine/dishwasher into the cold-water dip tank filled with disinfectant solution. Since the autoclave machine runs at a very hot temperature of about 280 degrees, your placing the bottles directly in the cold water caused them all to crack. It is reasonable for you to know that placing very hot glass bottles into the cold dip tank would result in breakage. These bottles cost our organization $0.68 each. Therefore, the monetary damage done through your careless act amounts to $68.00.

More significantly, you didn’t report this breakage to your supervisor, John Josephson. Instead, you simply removed the four racks of bottles from the dip tank and emptied them into the garbage. John later discovered a large amount of broken glass in the waste canister and questioned you about it. You told him that it was none of his concern. When he insisted that it was, you stated in a loud voice, “You’re just looking for a reason to fire me, aren’t you? Who do you think you are with your two months of experience in this organization? You know, I’m really getting tired of this.” You then left the area without allowing him to respond to you.

I met with you to learn about what caused the broken glass, and you told me that you weren’t focused on what you were doing because of all the stress you’re feeling at work. You told me that you didn’t speak to John in a loud voice—you were simply talking over the machines. You stated that he was obviously overly sensitive. Again I am disappointed that you refuse to accept responsibility for your actions or make efforts to open the lines of communication with your supervisor. Your actions constitute insubordination. It is apparent that you didn’t take your former warning seriously.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Rick, I hold you accountable for communicating with John whenever you disagree with one of his directives so that you can get an immediate response and not allow your perceptions to fester. I expect you to process all equipment coming into the cage wash area and to ensure adequate clean supplies and to follow all other standard departmental procedures. I expect you to answer any and all questions asked of you by your supervisor or any other members of management. Finally, I want to meet with you tomorrow after you’ve read this documentation so that you can convince me that we won’t ever have to address these issues again.

2. Training or Special Direction to Be Provided: I want you to attend a customer service workshop or a training session on dealing with conflict in the workplace. I will arrange for you to attend this workshop within the next month. Expect a call from Human Resources with choices of programs and times. You must attend this training, which will be paid for by the company and which will occur on company time, by the end of November (as long as a program is available).

3. Interim Performance Evaluation Necessary? Yes. Although it is not time for your regularly scheduled annual review, I will issue you an out-of-cycle review to more accurately reflect your current level of performance.

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 into written warning status. If at any time in the next ninety days you fail to process all equipment coming into the cage wash area or to ensure adequate clean supplies, follow your supervisor’s reasonable directives, demonstrate respect for your supervisor’s authority, or follow any other standard departmental procedures, you may be placed on a formal ninety-day final written warning. If you fail to abide by the terms of this agreement in that final written warning period, you may be discharged for cause. A copy of this document will be placed in your personnel file.

Scheduled Review Date: One month (November 4)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE