101 Sample Write-Ups for Documenting Employee Performance Problems: A Guide to Progressive Discipline & Termination

By Paul Falcone | Go to book overview
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#86 Discharge for Cause: Substandard Performance1

September 17, 2010

Mary Wellington
25972 Pueblo Court
Canyon Country, CA 91355

Dear Ms. Wellington:

This is to inform you that you are being terminated immediately for failure to perform
your work at an acceptable level. On August 31, 2010, you received a final written
warning for substandard work performance, an unwillingness to perform properly
assigned work duties, excessive telephone usage, refusal to follow proper work
instructions, and persistent infractions of properly established work rules.

In this period of time, your supervisor met with you twice a week to assist you in meet -
ing your deadlines and properly administering your accounts. You were also placed on a
paid, one-day decision-making leave to rethink your commitment to this institution.

However, yesterday you committed a serious error in the handling of your Medicare
collections files. Your supervisor, Linda Huntley, discovered that you had missed a 60-
day deadline to submit a claim. When I asked you about this, you stated that you were
working denials all day, and that you thought you had six months—not 60 days—to file
the Medicare appeal. I asked you whether you felt you used proper judgment and
followed standard departmental guidelines. You responded that you didn’t think you
were “totally in the wrong” because others in the department don’t know the guidelines
and because if you call the automated phone line at Medicare, you get two or three
different answers. Unfortunately, these issues have little to do with the fact that you
missed the standard 60-day deadline. This action is a clear breach of the terms of your
August 31 final written warning.

Your failure to properly process Medicare receivables and claims demonstrates an
ongoing inability to perform at an acceptable level and a lack of concern for your job.
I consequently have no choice but to immediately sever this employment relationship.

Your final paycheck through the close of business today is attached. There will be no
severance pay since your termination was for just cause. Within 30 days, we will issue
you a statement of accrued benefits. You may choose to continue your medical insur -
ance coverage at your own expense. Please contact Chuck Whitley in the Benefits
department at your earliest convenience. He will explain the status of your benefits and
COBRA options and also arrange for the return of any company property.

Sincerely,

David Verucchi
Director of Accounting

1 See Write-Up #23.

-365-

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101 Sample Write-Ups for Documenting Employee Performance Problems: A Guide to Progressive Discipline & Termination
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