Cashier fails to make eye contact with customers, doesn’t respond when she’s greeted, and appears to wish that she were somewhere else other than work.
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:Eileen Wolfram Department:Sales Date Presented:September 30, 2010 Supervisor:Sid Carp
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:Unsatisfactory work performance
□ Policy/Procedure Violation
⊠ Performance Transgression
⊠ Behavior/Conduct Infraction
Level of Discipline Date Subject Verbal ___________ __________________________________________ Written ___________ __________________________________________ Final Written ___________ __________________________________________
1 Note that it is not good practice to discipline an employee for having a poor attitude. “Attitude” is a very
subjective judgment that courts will dismiss because it is often associated with a mere difference of opinion or
personality conflict. It is therefore critical that you avoid that term in the actual disciplinary notice. Instead, be
sure to describe the objective behaviors that create a negative perception of the employee in the others’ eyes.
Only behaviors and actions that can be observed and documented may be presented as evidence in court.