Longer-term employee takes time off outside the scope of his current FMLA medical certification. The employee is on a rollercoaster of disciplinary actions, receiving multiple verbal, written, and final written warnings for substandard job performance, excessive absenteeism, and failure to follow company policy. The department head consequently “throws the kitchen sink” at this longer-term employee, who clearly should have been terminated in the past and who has manipulated the FMLA system to his advantage with his unknowing supervisor.
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:Al Castillo Department:Research & Development Date Presented:April 24, 2010 Supervisor:Mark Guardino
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 job performance; excessive absenteeism; failure to comply with
company policy, inappropriate conduct
⊠ Policy/Procedure Violation
⊠ Performance Transgression
⊠ Behavior/Conduct Infraction
Level of Discipline Date Subject Verbal ___________ See below for details Written ___________ See below for details Final Written ___________ See below for details
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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: 356.
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