This is the third in a series of three write-ups. Note the specialized last-chance language in the Acknowledgment section.
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:Tony Epifanio Department:Finance Date Presented:December 14, 2010 Supervisor:Julie Estrada
be taken if offense is repeated.)□ Investigatory Leave—(Include length of time and nature of review.)⊠ Final Written Warning
⊠. Without decision-making leave1 □. With decision-making leave (Attach memo of instructions.) □. With unpaid suspension
⊠ Policy/Procedure Violation
⊠ Performance Transgression
□ Behavior/Conduct Infraction
Level of Discipline Date Subject Verbal 4/8/10 Excessive tardiness Written 8/19/10 Excessive tardiness Final Written ___________ __________________________________________
1 There is no need to provide a one-day paid decision-making leave when it comes to excessive tardiness.
The employee doesn’t need a day off to contemplate his situation. Extra time off work will not solve his prob-
lem—only a commitment to being responsible about setting the alarm clock will.