Formal Corrective Action Record (FCAR)

FCAR is used in conjunction with a more formal discussion to document unacceptable performance/behavioral issues and the Company’s expectations of the employee going forward.

Examples of when an FCAR may be an appropriate course of action include, but are not limited to:

  • Employee previously advised of unacceptable performance/behavior via other performance management methods, but has not or is unwilling to improve the performance/behavior previously addressed
  • First-time severe performance/behavior issue(s) that have a significant impact on store operations (i.e. not previously addressed by another form of corrective action), including but not limited to:
    • Refusing to perform job duties (insubordination)
    • Leaving work early without a legitimate reason and/or notice to manager/supervisor
    • Failure to show up for a scheduled shift and/or follow proper call-in procedures without a legitimate reason
    • Making offensive or degrading remarks, inappropriate comments, or innuendos
    • Making verbal threats, arguing with employees, vendors, or customers
    • Violation of a safety/behavior rule that results in injury or damage to store property
    • “Off the clock” work by hourly employee (working while off duty)

What is the impact of Formal CAR on Employee’s Employment? Click here to find out.

Record of Discussion (ROD - Canada Only)

Record of Discussion is used in conjunction with a more formal discussion to document unacceptable performance /behavioral issues that have previously only been addressed verbally. The ROD clearly identifies what the expectation is of the employee by the Company. Examples of when a ROD may be an appropriate course of action include, but are not limited to:

  • Employee previously advised of unacceptable performance behavior via verbal discussions/APR with no improvement.
  • First-time severe performance/behavior issue(s) that have a significant impact on store operations (i.e. not previously addressed by another form of disciplinary document) but that also don’t rise to the level of a Formal Corrective Action.


Final Formal Corrective Action Record (Canada only)

  • Final Formal Corrective Action Record is used in conjunction with a formal discussion to document continued unacceptable performance/behavioural issues that have been addressed one or more times with a FCAR. This outlines that it is a last chance agreement and if further incidents of similar type of nature occur, it will result in immediate termination for cause. May also be used to address First-time severe performance/behavior issue(s) that have a significant impact on store operations or employee safety (i.e. not previously addressed by another form of corrective action) but that also don’t rise to the level of immediate Termination.