Accounting clerk with a five-year history of progressive disciplinary measures resumes poor work habits that have been documented in the past. Note as well that the last two years’ evaluations have not met standards, and that opportunities to discharge this individual were missed on several occasions. However, in this case, the last written disciplinary action is over one year old. Therefore, the company chooses not to terminate at this time and places her on a final written warning plus decision-making leave for excessive telephone calls and substandard performance. The letter of termination is located in Part VII, “Termination Notices” (Write-Up #86).
PERFORMANCE CORRECTION NOTICE
Disciplinary Level□ Verbal Correction—(To memorialize the conversation.)□ Written Warning—(State nature of offense, method of correction, and action to
Employee Name:Mary Wellington Department:Accounting Date Presented:August 31, 2010 Supervisor:David Verucchi
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
Excessive telephone usage
Unwillingness to perform properly assigned work
Refusal to follow proper work instructions
Persistent infraction of properly established work rules
⊠ Policy/Procedure Violation
⊠ Performance Transgression
⊠ Behavior/Conduct Infraction
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Publication information: Book title: 101 Sample Write-Ups for Documenting Employee Performance Problems: A Guide to Progressive Discipline & Termination. Edition: 2nd. Contributors: Paul Falcone - Author. Publisher: American Management Association. Place of publication: New York. Publication year: 2010. Page number: 154.
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