This is the first in a series of three write-ups. Note that this company measures “incidents” rather than “days” of absence. In other words, three contiguous days off count as one incident without regard for the number of days involved. Note as well that this company measures incidents of absence on a “rolling” calendar year.1
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:Tom Dolan Department:Marketing Date Presented:October 15, 2010 Supervisor:Jim McDonnell
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:Excessive, unscheduled absence
⊠ Policy/Procedure Violation
⊠ Performance Transgression
□ Behavior/Conduct Infraction
Level of Discipline Date Subject Verbal ___________ __________________________________________ Written ___________ __________________________________________ Final Written ___________ __________________________________________
1 A “rolling” calendar year does not measure events from January 1 through December 31. Instead, it
measures the one year preceding the date of a specific event. For example, this write-up is dated 10/15/10. The
rolling calendar year “rolls” backward from that date to 10/16/09.
Questia, a part of Gale, Cengage Learning. www.questia.com
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: 323.
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