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"James, this is a verbal warning. We've documented three issues this month around tardiness and table-side service. Our policy expects on-time arrival and following service SOPs. Going forward I need to see that consistently. This is a verbal warning — further issues within 90 days may lead to a written warning. Do you have any questions?"
What you're seeing
The hero flow: a manager logs an incident in seconds from a full category list (gross-misconduct categories route to an immediate documented-action path), tags it Operations vs. Compliance and Will vs. Skill, attaches photo evidence, and it locks into a tamper-evident record. Verbal warnings come scripted for delivery with a witness fail-safe; three logged issues trigger a written warning — both parties sign. Walk it: Log → Save → View record → Deliver verbal (scripted + witness) → Start written warning → Preview.
Candidate funnel
QR (walk-in) or SMS (online) → consent → role → SOP scenarios → done. Under 4 minutes, no account. Switch to Manager review above to see how the manager uses it.
Candidate pipeline
Status = areas to explore — never a hire/no-hire verdict.
| Candidate | Role | Via | To explore |
|---|---|---|---|
| Alex Rivera | Server | QR walk-in | 2 areas |
| Jordan Kim | Host | Online | Aligned |
| Sam Doyle | Line cook | QR walk-in | 1 area |
Alex Rivera · Server — interview cheat sheet
Areas to explore + suggested job-related prompts. Open printable ›
- Sent confidentially to higher management — not your on-shift manager.
- The extra time is captured as labor dollars (unmanaged overtime).
- It rolls up to management trends to reconcile labor spend and spot patterns.
- You're protected — an anti-retaliation policy applies.
Employee: James T. · Server Location: Downtown
Issued by: Maya Reyes, GM Level: Written warning (step 2 of 4)
Summary. This written warning documents a pattern of three logged incidents within a 30-day period, reviewed with you on the date above.
Documented incidents.
• May 28 — Uniform standard not met (Will)
• Jun 6 — Late arrival, 18 min, no notice (Will)
• Jun 13 — Guest complaint, table-side service (Skill; refresher assigned)
Expectations going forward. Arrive on time and in full uniform for every shift; complete the assigned "Table-side service basics" refresher within 7 days; follow documented service SOPs.
Consequences. Further occurrences within 90 days may result in a final warning, up to and including separation.
Support. Your manager is available to help you meet these expectations and return to good standing.
- Acknowledge every table fast, even when slammed.
- Repeat orders back to cut errors.
- Flag allergies to the kitchen and verify the plate.
- Help teammates during the rush.
Employee portal
Read-only and sign-only — employees review, acknowledge, and sign on their own device, in their language. Try Review & sign (draw on the real signature pad), the 🌐 EN/ES toggle, and open a signed doc under Records.
Will vs. Skill heatmap
Red = behavioral (hire better) · blue = training (train better)
Incident trend
Monthly incidents logged
Legal compliance risk index
Surfaced before they become liabilities
| Employee · loc | Flag | Risk |
|---|
Fit signal vs. actual outcomes (validation loop)
| Pre-hire signal | 90-day retention | Early Will issues |
|---|---|---|
| Aligned | 89% | 0.4 / hire |
| Some areas to explore | 72% | 1.1 / hire |
Discipline — disparate impact across locations
Whether corrective action falls evenly across your workforce, and where it does not.
What it will monitor
- Corrective-action rate by protected class — verbal, written, final and termination, each as a share of headcount, by race / ethnicity, age 40+ and sex (the EEOC categories a formal audit requires).
- Four-fifths-style ratios — each group's rate against the lowest-disciplined group's. Below 0.80 is the threshold the EEOC's Uniform Guidelines use for selection, applied here to discipline; it is a flag to investigate, never a finding on its own.
- Termination rate separately — the most consequential decision the product records, so it is never averaged into the rest.
- Per-location risk — the same ratios store by store, because a group-level pass can hide one location that is well outside the pattern. This is the question this card exists to answer, and the one a single org-wide number cannot.
- Progression consistency — whether the ladder is actually followed, or skipped more often for some groups than others.
How the data will be handled
Corr3ctive Action supports documentation workflows and is not legal advice. A disparate-impact flag is a prompt to look, not a legal conclusion.
Hiring — adverse-impact monitoring (four-fifths rule)
Selection ratios by protected class · EEOC categories · voluntary self-ID, separated from decisions
Ratio trend —
Watch a gap emerging before it crosses the 0.80 line (dashed red).
Billing
Subscription & billing
You are signed in with the Finance / Billing role for this organization.
What your role already does: separation of duties is enforced in the database. A Finance account cannot read employee discipline records — no incidents, no corrective actions, no signed warnings — at any location. That is deliberate, and it is verified by the security test suite, not merely hidden in this interface.
Records — every corrective action on file
Sample deliverables — Phase 2 modules
Click a card to see its floor effect · toggle Connect / Disconnect.
Effect on the floor —
Server · screening scenarios
Each maps to a documented SOP (content validity). Transparent rules — no black box.