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 follow company policies and procedures

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.

Chris,

On Wednesday, April 2, a member of the Graphics Department’s staff complained that you spoke to her in a rude and offensive manner. The individual reported to Human Resources that you asked her to bend over so that you could “see what she looked like in the doggie position,” suggesting that you wanted to look more closely at certain parts of her body. She also complained that you wink at her and make loud kissing sounds on an ongoing basis whenever you see her.

The next day, the employee confronted you to tell you that your behavior was offensive and rude and that she didn’t like the way you spoke to her. Your response to her was, “We were only talking. Besides, no one was around, so I’ll just deny it if you say anything.”

You have denied making these comments. However, you have been previously warned about such behavior on October 9, 2014. The complaint was very similar.

Such actions violate policy 2.54 on sexual harassment. Understand that our institution is committed to maintaining a friendly work environment and has a zero-tolerance policy toward harassment of any kind.

No further transgressions of corporate policy will be tolerated under any circumstances.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: I expect you to respect the rights and space of others. I expect that you will never again speak with coworkers in a demeaning way or make gestures or insinuations that could be construed as disrespectful or offensive.

2. Training or Special Direction Provided: Our firm’s policy on sexual harassment is attached. Please read the policy immediately and see me if you have any questions. In addition, we will schedule you to attend an outside workshop on sexual harassment in the workplace to sensitize you to the needs of others.

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.

Negative: You are now being placed on final written warning. If you ever again make inappropriate gestures or comments or attempt to invade a coworker’s space, make a coworker feel like “less of a person,” demonstrate offensive behavior, or violate any other standards of performance and conduct, you may be immediately discharged for cause. 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: Since this is a final written warning, add the following sentence to the Employee Acknowledgment: “I also realize that this is my last chance. If I fail to meet the terms and conditions of this directive, I will voluntarily resign or be discharged for cause.”