# Corrective Action Plan

*Published:* 2016-05-03
*Author:* Glenn Jimerson

**Question**: Can I receive a [corrective action plan](/news-publications/eight-warning-signs-of-potential-employment-termination-and-eight-ways-to-respond) from my employer without prior written or verbal warnings?

**Answer:** Yes, an [at-will employee in Arizona](/news-publications/the-nlrb-s-assault-on-employee-handbooks-potentially-illegal-workplace-rules-and-policies) may be placed on a corrective action plan without any prior warnings.

Arizona is an employment at will state, meaning that unless there is a written agreement stating that the employee may only be terminated for cause, the employer can terminate an employee for any reason – other than an illegal reason – and without warning or just cause. Employers may also place an employee on a corrective action plan without any prior written or verbal warning. Typically, a corrective action plan is one of the final steps in a progressive discipline policy. Those steps would be outlined in an employee handbook or possibly in an employment contract.

Generally, a [progressive discipline policy](/news-publications/15-questions-to-ask-before-firing-anyone) is simply a guideline that the employer will follow in disciplining employees. In other words, there is nothing unlawful about an employer not following its own progressive discipline policy when dealing with at-will employees because the progressive discipline policy is not a contract. A progressive discipline policy could be a contract if there is clear contractual language attached to the policy, but if there is no such language, the policy is simply a guideline. Employers should, however, follow their own progressive discipline policies because it is good business to treat all employees equally and may help avoid a lawsuit. An employer’s failure to follow its own disciplinary policy could be used against the employer to show that the actions being taken against the employee were motivated by unlawful discrimination, “[whistle blowing](/news-publications/az-whistleblower-laws-tread-carefully),” or one of the many other illegal reasons to take disciplinary action against an employee.