CORRECTIVE ACTION

This is one of the less enjoyable parts of being a manager—filling out correction forms. There are various reasons why this process might need to be initiated, such as failure to clock in/out, not wearing the proper uniform, displaying a bad attitude, repeated absences or tardiness, not following proper work procedures, or failing to improve performance and meet goals.

It’s important to avoid threatening employees with job loss or making promises about transferring them to another position within the company if things don’t work out. Instead, focus on following the proper steps: start with a clear verbal warning, then move to a written warning, followed by a final written warning, and, if necessary, a termination request.

Our ultimate goal is to help team members correct behaviors, provide additional support through HR for reasonable accommodations, or offer extra training to help them succeed.

Corrective Action Procedures

Step 1: Verbal Warning

Provide the employee with a verbal warning, clearly outlining the areas they need to fix or improve.
Allow 30 days for the BA to address the issue.
Complete the Verbal Warning JotForm.
HR will email you the verbal warning form for the BA to review and sign.

Step 2: Written Warning

If the employee has not resolved the issue after the verbal warning, proceed to a written warning.
Allow 30 days for the BA to address the issue.
Complete the Written Warning JotForm.
HR will email you the written warning form for the BA to review and sign.

Step 3: Final Written Warning

If the employee has still not resolved the issue, escalate to a final written warning.
Allow 1 week for the BA to address the issue.
Complete the Final Written Warning JotForm.
HR will email you the final written warning form for the BA to review and sign.

Step 4: Termination Request

If the employee has not resolved the issue after the final written warning, submit a Termination Request JotForm.
HR will contact you to confirm or deny the termination request.
If the request is denied, HR will provide additional steps for the final written warning process.

Important Notes for Writing Notices.

Keep your notes unbiased and factual.

Examples:

Instead of “bad attitude,” write: On 3/21, the employee said, “I don’t understand why we have to complete end-of-day reports; it’s a waste of my time.”
Instead of “underperforming,” write: For two consecutive months, the employee failed to meet the lead volume requirement of 20, achieving only 6 leads per month despite two one-on-ones with managers and shadowing top BAs on 3/20, 3/21, and 3/23.

Attendance Issues

For absences due to sickness:

Require a doctor’s note after 3 consecutive sick days.
The note must include a timeline for when the employee can safely return to work.
If there’s a pattern of frequent 2-day absences within 1-2 months, you can start the process in the JotForm’s for corrective action.
Email all doctor’s notes to peoples operations.

Communication Guidelines