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Case 18-2868, Document 278, 08/09/2019, 2628230, Page294 of 648 *Theft *Violation of the Club’s Conflict of Interest/Outside Employment Policy and/or Confidentiality Policy. This listing is not exhaustive. Should the employee be covered in our group health plan, all benefits will cease on the last day of the month in which the employee’s last day of employment falls. The employee will then have the option to continue coverage in accordance with COBRA regulations. In the event that the employee is asked to leave his/her employment with The Mar-a-Lago Club due to the above misconduct, the employee will not be entitled to any earned unused vacation benefits. Also, the employee will not be entitled to be paid for any unused accrued sick time. DISMISSALS - OTHER THAN IMMEDIATE TERMINATION All employees are expected to meet the Club’s standards of work performance. Work performance encompasses many factors, including attendance, punctuality, personal conduct, job proficiency and general compliance with the Club’s policies and procedures. If an employee does not meet these standards, the Club, may, under appropriate circumstances, take corrective action, up to and including dismissal. The intent of corrective action is to formally document problems while providing the employee with a reasonable time within which to improve performance. The process is designed to encourage development by providing employees with guidance in areas that need improvement such as poor work performance, attendance problems, personal conduct, general compliance with the Club’s policies and procedures and/or other disciplinary problems. Supervisors should use the procedure described below except in those cases which may require an employee’s immediate termination. WRITTEN WARNINGS: The supervisor should discuss the problem and present a written warning to the employee. This should clearly identify the problem and outline a course of corrective action within a specific time frame. The employee should clearly understand both the corrective action and the consequence (i.e., termination) if the problem is not corrected or recurs. The employee should acknowledge receipt of the warning and include any additional comments of their own before signing it. A record of the discussion and the employee’s comments should be placed in the employee’s personnel file. MAR-A-LAGO 0240