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:Making threats to a coworker, indecent 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.

Joan,

Yesterday, you were out sick and called in to the office from your home. Apparently, you were angry with a fellow secretary because you believed that she reported you to management. You left a threatening message on your coworker’s voice mail, and you stated: “You’ll pay for this . . . I ought to kick your ass, you bitch!” Such direct threats of violence breach company standards of performance and conduct, per policy 8.11.

Specifically, policy 8.11 states under Prohibited Conduct that an employee will face immediate and appropriate disciplinary action, up to and including dismissal, for engaging in any of the following activities:

8.112 Unlawful harassment

8.114 Using abusive language at any time on Company premises

8.116 Causing, creating, or participating in a disruption of any kind

8.118 Provoking a fight during working hours or on Company property

Our company’s policy against unlawful harassment further states: “The Company will not retaliate against any employee for filing a complaint and will not tolerate or permit retaliation by management, employees, or coworkers.” Your actions constitute a serious breach of conduct as defined by these policies.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Joan, I expect you to never again engage in any conduct or activity that could be construed as harassment, direct threats, or veiled threats. You are responsible for ensuring a friendly work environment at all times. There are absolutely no excuses or exceptions to this performance expectation.

2. Training or Special Direction to Be Provided: Attached to this disciplinary document is a copy of policy 8.11. Please review this policy immediately and see me if you believe you will have any difficulty meeting its requirements or if you have any questions about its interpretation.

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: If you ever again engage in conduct that could be construed as harassment by inciting a fight, threatening a coworker with physical harm, or creating a work atmosphere charged with hostility, 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 this sentence to the Employee Acknowledgment: “Furthermore, I understand that this is my last chance. If I fail to abide by the directives established in this memo, I will voluntarily resign or be discharged for cause.”