6
About the Sample Write-Ups
The remainder of this book consists of the 101 sample write-ups. They are organized according to the kind of problem behavior involved, and in general the write-ups deal with more serious charges as you go through the book. Some of the write-ups are connected by a story line involving the same employees and managers, so you can follow the progression from first infraction to final dismissal (when necessary) of an employee.
The format of the write-ups is the same throughout, except for the termination notices, which are in letter format. The standard elements in the document template appear in roman type, while the narrative (which would vary from case to case) is shown in italics. Figure 6-1 shows a complete blank template. The template is also included in the online resource that you can find at: www.amacombooks.org/go/SampleWriteUps3rdEd.
One of the most important parts of the template is the Employee Acknowledgment, which comes at the end of the write-up. As I explained in Chapter 4, owing to space limitations and since it doesn’t vary in most write-ups, the Employee Acknowledgment section is not actually shown in the following samples in the book. It is shown only here in Figure 6–1 and at the end of Write-Up #1, but it should be part of any write-up you do. When the acknowledgment does vary in wording because of special circumstances (for example, in final written warnings), the change is indicated in a note at the end of the write-up sample in the book.
So be sure to review the Employee Acknowledgment section every time you include it in an actual written warning that you create. After all, you won’t necessarily see this section on the pages that follow, but you can rest assured that it does appear in each write-up in the online version.
Figure 6–1. Performance correction notice template.
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: __________________________________
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.
PERFORMANCE IMPROVEMENT PLAN
1. Measurable/Tangible Improvement Goals:
2. Training or Special Direction to Be Provided:
3. Interim Performance Evaluation Necessary?
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:
Negative:
Scheduled Review Date:
EMPLOYEE COMMENTS AND/OR REBUTTAL
EMPLOYEE ACKNOWLEDGMENT
I understand that XYZ company is an at-will employer, meaning that my employment has no specified term and that the employment relationship may be terminated any time at the will of either party on notice to the other. I also realize that XYZ is opting to provide me with corrective action measures and can terminate such corrective measures at any time, solely at its own discretion, and that the use of progressive discipline will not change my at-will employment status.
I have received a copy of this notification. It has been discussed with me, and I have been advised to take time to consider it before I sign it. I have freely chosen to agree to it, and I accept full responsibility for my actions. By signing this, I commit to follow the company’s standards of performance and conduct.
Witness: (if employee refuses to sign)
Distribution of copies: Employer Supervisor Department Head Human Resources