Effective 12/31/2025 CLS will implement the corrective action process outlined in the link below.

It is imperative that each member of salaried management within CLS implements this process correctly and consistently.

This process is designed with two things in mind-  It gives employees opportunities to reassess negative behaviors and succeed within the company, and also takes the majority of the leg work off of supervisors and places it onto Administration.

Your job is to manage your team and complete your projects, and part of that is maintaining a good working relationship with your staff.

With Administration managing the process on the back end, those relationships will become less strained.

Before taking action on an employee, please review the policy and process in the link below. 

Policy: Corrective Action

If you have any questions or feedback regarding this process, please reach out to Nicole at 850-739-8733 or email me at Nicole@CollinsLand.com

CLS Corrective Action Form

This form is to be utilized when implementing the corrective action process for an employee. Once this form is submitted, Administration will follow up with you for next steps. Do not implement any action on the employee until/unless the violation constitutes Gross Misconduct as outlined in the Corrective Action Policy. If an employee is immediately discharged from CLS as a result of this corrective action, you MUST notify Administration immediately.

Employee Name(Required)

Employee Email Address

Employee will also receive a copy of this violation upon submission.

Supervisor Submitting Corrective Action(Required)

Supervisor Email Address

Job Site or Location where Violation Occurred(Required)

Date and Approximate Time of Violation(Required)

Violation Type(Required)

Attendance – Tardiness – Arriving late at work, meetings, or assigned duties beyond the scheduled start time without prior approval or a valid reason.Attendance – Unexcused Absence – Failing to report for a scheduled shift or duty without prior notice, valid reason, or proper approval, violating the company’s attendance policy.General Misconduct – Insubordination – Inappropriate or unprofessional behavior that violates company policies or values, disrupts the workplace, or undermines team morale.General Misconduct – Misuse of Company Property – Utilizing company property for monetary gain or personal use without prior approvalGross Misconduct – Illegal Drug or Alcohol Use at Work – unless seen using during company time, reasonable suspicion drug/alcohol test MUST apply.Gross Misconduct – Theft – Stealing company property or the property of other employees, clients, or vendors.Gross Misconduct – Vandalization of Property – Deliberately damaging or destroying company property or the property of othersGross Misconduct – Harassment – Engaging in unwanted or inappropriate behavior including, but not limited to, sexual harassment, harassing others based on race, color, religion, national origin, sex (includes pregnancy, childbirth, gender identity and sexual orientation), age, disability or genetic information.Gross Misconduct – Retaliation – Full definition available in policyGross Misconduct – Fighting and/or Making Violent Threats – Participating in physical altercations, fighting, or making threats of violence towards colleagues, clients, or visitors.Gross Misconduct – Repeated Tardiness or Absences – Continuously arriving late or being absent from work without valid reason or prior authorization, demonstrating a pattern of unreliability.Gross Misconduct – No Call/No Show – Failing to report for a scheduled shift without notifying managementGross Misconduct – Fraud – Engaging in dishonest activities, including falsifying documents, falsifying timekeeping records (stealing company time), or any other form of deceitful behavior intended to benefit oneself or harm the company.Performance – Work Quality or Quantity – Failure to meet expected performance standards, including accuracy, timeliness, productivity targets, or completion of assigned tasks, as outlined in job responsibilities.Performance – Negligence – Careless or intentional disregard for company policies, procedures, or responsibilities, resulting in damage to property, disruption of operations, or harm to personnel.Performance – Safety – Failure to follow workplace safety protocols, procedures, or guidelines, potentially endangering oneself or others or compromising the safety of equipment or facilities.Other (Add details in Description of incident)

Description of the incident(Required)

Include what the employee did or did not do, the policy violated, and how the employee knows this was wrong or not appropriate. **Must be a statement of facts and not opinion**

Expectation of Employee(Required)

If violation is Performance related to Work Quality and Quantity, you must provide measurable expectations for the employee. Example: “David was tasked with completing 300 feet of ditch clearing by the end of day. David was told to communicate any issues that may affect the daily goal. There was no communication from him, and only 150 feet had been cleared by end of day.”

Supervisor Signature(Required)

Employee Signature(Required)

Management: If employee refuses to sign, please write “refused to sign” in this field.