ATTENTION: For Manager Requests for Formal Corrective Actions (FCARs) via e-Service in the U.S. store locations, please follow up directly with your Regional Manager to obtain a copy of the FCAR document or to discuss FCAR revisions including added occurrences. Forward a signed copy to your Regional Manager after delivery.
All FCARs and involuntary terminations must be documented on the FCAR form. The FCAR form is used to document the facts concerning an employee’s unacceptable performance/behavior.
Managers are required to follow the steps below when issuing a Formal Corrective Action Record (FCAR) Form:
- Submit requests for Formal Corrective Action Records (FCARs) via the Employee Relations e-Service portal located in the top banner of HR Solutions.
Managers considering issuing a FCAR form to address unacceptable performance/behavior, or for involuntary termination, must first partner with their supervisor. Some matters should be addressed with consultation from an Employee Relations specialist.
Suspension is not part of the Corrective Action Process; however, managers may send employees home as a stopgap measure in potentially emotionally charged, sensitive, or violent situations (e.g. allegations of harassment, theft, fighting, etc.) until a prompt investigation is completed and it can be determined what form of Correction Action, if any, should be taken. The employee may or may not be paid while away from work during this time, depending on the circumstances.
If you are considering sending an employee home, partner with your Regional Manager and/or Human Resource Business Partner.
- Document what needs to be addressed in the e-Service submission
Formal Corrective Actions should be based on factual information that is organized and concise.
- Be Organized: Gather any necessary information such as dates and details of previous APRs, FCARs, PIPs, incidents and issues being addressed.
- Be Concise: Simply state the facts and describe the issues. Do not include unnecessary details such as long explanations, customer information or transaction numbers.
- Be Factual: Use specific dates and details; do not include any emotional statements or language.
Remember to submit the documentation in a private setting and to keep the documentation confidential before and after the delivery.
- Issue FCAR to Employee.
Meet with the employee to issue the FCAR, and discuss the unacceptable performance/behavior or involuntary termination in a private location where you will not be overheard or interrupted.
Witnesses: It is strongly recommended that another manager serve as witness to the FCAR conversation, especially when issued in connection with termination of employment. To determine who may be appropriate, or if a witness is required, check with your HR Business Partner.
If you feel that the delivery of a FCAR may trigger an unpleasant or violent response from the employee, consider including an Asset Protection representative or higher level manager (such as your field manager) as a witness to the conversation. Where employee and/or customer safety is a concern, contact your field manager or Employee Relations via e-Service located on My Personal Desk through the Employee Relations Icon for further guidance.
Witnesses should sign and date in the space indicated at the bottom of the FCAR form.
Employee Signature
At the end of the FCAR conversation, ask the employee to sign and date in the space indicated at the bottom of the FCAR form. If the employee refuses to sign, print 'Refused to Sign' and the date in this space.
Retention
After asking the employee (and witness, if applicable) to sign the FCAR form, provide the employee with a copy for his/her records and send a copy to your field manager. Original FCAR forms should be retained in the employee's personnel file.