Corr3ctive Action
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Employee issue documentation for restaurants & restaurant groups

Every warning, on the record.

When a warning or termination is challenged, a missing record costs you three ways: management hours rebuilding what happened, unemployment claims you can’t contest, and settlements paid because the file couldn’t support the decision. Corr3ctive Action has your managers log it from their phone, by voice or by tap, follow your policy, and capture a signature, so the record is already there.

See how it works in your restaurants How it works

Built for the work between an incident on the floor and a personnel decision that may later be questioned.

Employee recordSample data
Jordan M.Line Cook · Location 14 · Uptown
Incident logged
Attendance / TardinessSat 10:42 AM · 38 min late, no call · M. Reyes, GM
Attendance ladder
Verbal✓ 42 days ago
WrittenRecommended
Final—
Termination—

2nd attendance incident inside the 90-day look-back window. The manager makes the call.

M. Reyes · GMSigned 10:51 AM
Jordan M. · EmployeeAcknowledged 11:07 AM
Ledger #0214 · a3f9…c71dChain verified
Written warning recommendedFollow or override · reason required
Signature requestedJordan M. · in-app
“Jordan, 38 minutes late, no call.”Logged by voice · confirmed
Locked & hash-chainedAppend-only · tamper-evident
SCROLL

Start with your view

The record behind the warning

A text, a sticky note and a manager’s memory are not a disciplinary record.

Most restaurant discipline happens mid-shift, between tasks, across different managers and locations. The conversation happens. The documentation is incomplete, unsigned, missing or impossible to reconstruct later.

Where discipline lives today

Group textPaper write-upUnsigned formManager’s notebookSpreadsheet rowThe GM who leftBack-office drawerA verbal conversation“He said, she said”

History is fragmented.
Standards drift.
Details disappear.

What that costs you

  • Hours your managers spend rebuilding what happened
  • Unemployment claims you can’t contest
  • Settlements paid because the file couldn’t support the decision
  • Different treatment for the same issue at different locations
  • No timeline when a decision is challenged

When discipline lives in scattered tools and memory, the company can’t reliably show what happened, what was communicated, or whether the same policy was applied.

How a warning becomes a record

Log. Escalate. Deliver. Sign. File.

  1. 01

    Log

    The manager speaks one sentence or taps through the form on a phone, while the details are fresh.

  2. 02

    Escalate

    The platform checks the employee’s history against your ladder for that category and recommends the next step.

  3. 03

    Deliver

    A policy-aligned script for a verbal warning, or a written warning drafted from your group’s template.

  4. 04

    Sign

    The manager signs. The employee acknowledges on their own device, or in person on the manager’s.

  5. 05

    File

    The time-stamped record is locked into the employee’s history and the append-only ledger.

Recommend, don’t auto-issue. Recommendations support manager judgment. Overrides are allowed and recorded with a reason.
Gross misconduct skips the ladder and goes straight to a documented decision.
Log by voice

Hands full, floor loud. Just say it.

In the middle of a rush, a manager taps the mic and says one natural sentence. Corr3ctive Action transcribes it and fills in the log: who, what category, will or skill, and the note. The manager checks it and saves.

  1. 1
    Speak naturally“Jordan, thirty-eight minutes late, no call.” No forms to hunt through mid-shift.
  2. 2
    The form fills itselfNames match only real people on your roster, and categories only your own. Anything uncertain is left blank for the manager to pick.
  3. 3
    A person always confirmsVoice never saves on its own. Nothing reaches the record until the manager reviews it.

The recording is discarded once it’s transcribed. The confirmed note is the record.

Manager Floor · Log by voiceListening

“Jordan, thirty-eight minutes late, no call. Attendance.”

WhoJordan M.Matched to roster
CategoryAttendance / TardinessYour category
Will / SkillWillEditable
Note38 min late, no call.Editable
EditReview & save
Never auto-savedManager confirms every log
The Corr3ctive Action record

One document for the incident, the escalation, the signatures and the history.

Uptown Restaurant GroupWRITTEN WARNING
SAMPLE DOCUMENT

1Employee & issuer

Employee
Jordan M. · Line Cook · Location 14
Issued by
M. Reyes, General Manager
Level
Written warning (step 2 of 4)

2Documented incidents

DateCategoryNoteAction
Aug 16Attendance22 min lateVerbal
Sep 27Attendance38 min late, no callWritten

3Expectations & corrective steps

Arrive clocked in and on station by scheduled start. If running late, call the manager on duty before the shift begins. A further attendance incident within 90 days may lead to a final warning.

4Signatures

M. ReyesManager · 9/27 10:51 AM
Jordan M.Employee acknowledgment · 9/27 11:07 AM

5Locked & hash-chained · append-only, tamper-evident

  1. 1

    A named issuer, not “Manager”

    Every document shows who issued it and at what level, pulled from the account of the person who took the action.

  2. 2

    The history writes itself

    The summary and incident table come from what was logged on the floor, so nobody reconstructs dates from memory.

  3. 3

    Your language, pre-filled

    Expectations start from an editable template for that category. A warning can’t be finalized with this section blank.

  4. 4

    Acknowledgment, captured

    Signatures record role, method and time. As the app tells the employee when they sign, a signature means they received and read the warning, not necessarily that they agree.

  5. 5

    Locked once signed

    Signed actions are append-only. Nobody can edit them after the fact, including the owner. Every document prints or saves as a PDF.

Built for the moment a manager needs it

Fast enough for the floor. Structured enough for HR.

Manager Floor · phone

Mid-shift, not after the fact.

Speak it or tap it: a clear path through a hard conversation. Installs to the home screen and opens with Face ID.

Log an incidentLOC 14
Log by voiceSpeak it. Review it. Save it.
Who?
Jordan M.Priya S.Luis R.
What happened?
AttendanceConductPerformanceSafety
38 min late, no call. Covered by Luis.
Written warning recommended2nd attendance incident in 90 days
OverrideFollow

Records · owner & HR

See the record before it becomes a problem.

Every corrective action in your part of the group, searchable by employee and filterable by location, level and signature status. Open the document or the full audit packet in one click.

app.corr3ctiveaction.com · Records
Uptown Restaurant Group48 corrective actions · 45 signed · 3 awaiting an employee signatureLedger chain verified · 1,284 entries
Location: AllLevel: AllSignature: AllSearch employee…
EmployeeLocationLevelSignatureOpen
Jordan M.14 · UptownWrittenSignedDocumentPacket
Marcus T.14 · UptownFinalAwaiting employeeDocumentPacket
Priya S.9 · SouthparkVerbalSignedDocumentPacket
D. Alvarez3 · MidtownWrittenSignedDocumentPacket
The part paper can’t do

A disciplinary record no one can quietly rewrite.

Every meaningful event is written to a hash-chained, append-only ledger: who logged the incident, what was issued, who signed, how and when.

  • Append-only. Incidents and signed actions can’t be edited afterward, including by the owner.
  • Checked, not assumed. The stamp reads “verified” only after the chain has actually been confirmed. A break shows where it happened.
  • Retrievable. Pull one employee’s audit packet, or the whole group’s, with the ledger extract attached.

The ledger preserves a traceable record of activity. It does not replace your legal, HR or employment-policy judgment.

  1. #020910:42 AMIncident logged · Attendanceby M. Reyes · 7c1e…04ab
  2. #021010:51 AMWritten warning issuedrecommended step followed · 91d2…e3f0
  3. #021110:51 AMManager signedrole: manager · 2b88…17c9
  4. #021210:52 AMEmployee notified to signin-app · 5fa0…9d3e
  5. #021311:07 AMEmployee acknowledgedrole: employee · own device · e4c7…a602
  6. #021411:07 AMRecord lockedprev a3f9…c71d · chained
CHAIN VERIFIED214 entries · no breaks
Why the record holds up

When a decision is challenged, the questions are always the same.

Document every warning like it’ll be read in court. An unemployment hearing, an EEOC charge or a lawsuit all come back to a handful of questions about the discipline behind the decision. Corr3ctive Action is built so the answers already exist.

Q1What was the reason?

Written down when it happened, in facts.

The incident, its category, the date and time and the manager who logged it. The warning states the specific behavior and the expectation going forward, not a conclusion.

Floor logging · warning templates

Q2Was it applied consistently?

One ladder for every manager and location.

The same escalation rules by category and look-back window, applied across the group. When a manager departs from the recommendation, the reason is recorded, so differences in treatment are visible and explained.

Escalation engine · recorded overrides

Q3Can you produce the record?

An audit packet with a verified chain.

The employee’s history, every corrective action and signature, and the ledger extract, with a stamp that reads “verified” only after the chain is confirmed.

Audit packet · hash-chained ledger

Q4Who could see it or change it?

Access scoped by role and location.

Managers see their own location. HR reviews read-only. Finance sees no discipline data at all. Signed records can’t be edited by anyone.

Nine access levels · separation of duties

Where it fits

Discipline documentation. Not wage and hour.

Corr3ctive Action makes the disciplinary record consistent and defensible. It doesn’t run pay. These stay in your payroll and scheduling systems:

  • Tip credits
  • Tip-pool compliance
  • Dual-jobs (80/20) tracking
  • Overtime
  • Payroll

Corr3ctive Action supports your documentation process. It isn’t legal advice and doesn’t guarantee the outcome of any claim.

The business case

The cost of one bad file.

Insurance pays part of the cost after a claim. Clear, consistent, signed documentation is what makes a claim easier to defend, and it can keep a dispute from becoming a claim at all.

Insurance doesn’t replace the record, and Corr3ctive Action doesn’t replace insurance.

See the full business case

Drawn to scale

$1,800–$3,000A year of employment-practices insurance for one restaurant2
$10,000Average deductible businesses choose on that policy3
$160,000Average cost when an employment claim is defended and settled4

Insurance may pay part of a claim after your deductible, subject to limits and exclusions. The average claim took 318 days to resolve.4

Where consistency matters most

One discipline standard across every location, manager and shift.

Attendance & tardiness

When
Repeated lateness, no-call no-shows, early departures, or a pattern building across weeks.
How
Log it, let the look-back window count what still applies, follow or override the recommended step, and collect both signatures.
What you have after
A dated attendance timeline with each escalation step documented and acknowledged.
Right record, right person, right scope

Access that follows how restaurant groups actually run.

Each person gets one of nine platform-defined access levels at a point in your structure: a region, a district or a single location. Their authority covers everything beneath that point and nothing beside it, enforced in the database, not just hidden on screen.

  • ManagersWork their own location from the phone floor.
  • District & regional leadersSee across the locations they’re placed over.
  • HR is read-onlyReview everything in scope without changing it.
  • Finance sees no disciplineBilling only. Separation of duties is built in.
  • EmployeesSee and sign their own record in the Employee Portal.
  • Invite-onlyOwners are approved. Staff are invited.
For your team

A fair process your team can see.

Good documentation protects employees too. Everyone works under the same written rules, sees what’s on their own record, and signs to confirm a warning was delivered.

  • Their own recordIn the Employee Portal, each team member sees the warnings and incidents on their own record.
  • Signed on their own phoneWhen a warning needs their signature, they’re notified and sign on their own device, or in person on the manager’s. Signing confirms they received and read it, not that they agree.
  • The same rules for everyoneWarnings follow the group’s written ladder. When a manager departs from it, the reason goes on the record.
  • English and SpanishThe Employee Portal switches between English and Spanish with one tap.
My recordsEN · ES
Written warningNeeds your signature
Attendance · Sep 27 · issued by M. Reyes, GMReview & sign
Verbal warningSigned
Attendance · Aug 16 · witness recorded
Incident notedOn record
Attendance · Aug 9

Sample data

Start where consistency breaks down

Start with one location. Prove the process. Roll it out across the group.

  1. STEP 1

    Set up locations and people

    Build your region, district and location structure, then place people in it.

  2. STEP 2

    Set your ladder and templates

    Incident categories, escalation steps, look-back windows, witness policy and warning language.

  3. STEP 3

    Start with one location

    One management team documents real issues with a faster, consistent path.

  4. STEP 4

    Roll out across the group

    Extend the proven workflow to every location, district and region.

On the roadmap

More ways to make documentation easier without weakening the record.

Planned capabilities. Availability may change.

Photo evidencePolicy text from your handbookCertificatesBias exportPre-hire screeningPayroll integrationsPOS integrations
Corr3ctive Action

See how it works in your restaurants.

Bring a recent employee issue to a focused 20-minute walkthrough. We’ll show how Corr3ctive Action turns it into a consistent record your group can retrieve when it matters.

Request a walkthrough
Start with one location. Build the standard. Scale when it works.