Starbucks Corrective Action Policy (2025), Write-Ups, Warnings, Employee Rights & Union Rules

Starbucks is known for high standards, not only in coffee quality but also in workplace behavior and performance. To maintain these standards, the company follows a structured disciplinary system called the Starbucks corrective action policy. This policy helps managers address problems fairly while giving partners a chance to improve.

In 2025, the policy continues to play a major role in how Starbucks handles attendance issues, performance problems, safety violations, and conduct concerns. At the same time, Starbucks has made it clear that lawful union activity is protected and cannot be used as a reason for discipline.

This guide explains everything partners need to know about the Starbucks corrective action policy. You will learn how write-ups work, what your rights are, how union activity fits in, and how to avoid corrective action altogether.

What Is the Starbucks Corrective Action Policy?

The Starbucks corrective action policy is a step-by-step system used to address workplace problems. Instead of immediately firing employees, Starbucks focuses on coaching and correction first.

The policy applies to all partners, including baristas, shift supervisors, and store leaders. It covers many issues, such as:

• Repeated lateness or attendance problems
• Performance concerns
• Policy violations
• Safety or health issues
• Behavior toward customers or coworkers

The goal is not punishment. Instead, the goal is to correct the behavior, support improvement, and protect a safe and respectful workplace.

However, if problems continue or the behavior is serious, the policy allows Starbucks to move toward stronger action, including termination.

How the Starbucks Progressive Discipline System Works

Starbucks uses a progressive discipline model. This means discipline usually starts small and becomes more serious only if the problem continues.

In most cases, the process follows four main steps:

1. Verbal coaching
2. Written warning
3. Final written warning
4. Separation (termination)

That said, Starbucks may skip steps if the issue is severe, such as theft, violence, or major safety violations.

Step 1: Verbal Coaching

Verbal coaching is usually the first step in the corrective action process.

This step involves a private conversation between the manager and the partner. The manager explains what went wrong, why it matters, and what needs to change.

Key points about verbal coaching:

• It is often informal
• It may not go into your permanent file
• You are expected to improve immediately

Example

A partner arrives late twice in one week. The manager speaks with them, explains the attendance expectations, and reminds them of the impact on the team.

In many cases, verbal coaching solves the issue without any further action.

Step 2: Written Warning

If the same problem continues, Starbucks may issue a written warning.

A written warning is a formal document that explains:

• What policy was violated
• What previous coaching occurred
• What improvement is expected
• What happens if the issue continues

The partner may be asked to sign the document. Signing does not mean you agree. It only means you received it.

Example

After verbal coaching for lateness, the partner continues to arrive late. The manager issues a written warning and places it in the partner’s file.

Step 3: Final Written Warning

A final written warning is the last step before termination.

At this stage, Starbucks clearly communicates that any further issues may result in separation from employment.

Important details:

• The partner is closely monitored
• Improvement plans may be required
• Transfers or promotions may be affected

Example

A partner with a written warning for attendance calls out without notice. They receive a final written warning under the Starbucks corrective action policy.

Step 4: Separation from Employment (Termination)

Termination occurs when:

• The behavior continues after a final warning
• The violation is serious enough to skip earlier steps

In some cases, partners may be removed from the schedule immediately.

Starbucks considers the partner’s full work history before making this decision. However, some actions result in immediate termination.

Egregious Behavior That Can Lead to Immediate Termination

Certain behaviors are considered egregious and may result in immediate separation, even without prior warnings.

These include:

• Theft or fraud
• Threats or violence
• Harassment or discrimination
• Serious safety violations
• Deliberate property damage

These actions are not protected under labor law and violate Starbucks’ Partner Guide.

Common Reasons Partners Receive Corrective Action

Attendance Violations

Attendance issues are one of the most common reasons for write-ups.

Examples include:

• Chronic lateness
• No-call, no-show shifts
• Repeated call-outs without proper notice
• Failure to follow leave or sick-time procedures

Even small attendance issues can add up over time.

Performance Issues

Performance-based corrective action may occur when partners:

• Do not follow drink recipes
• Work too slowly during rush periods
• Ignore cleaning or operational routines
• Receive repeated customer complaints

Managers usually begin with coaching, but patterns may lead to formal warnings.

Behavior and Policy Violations

These include:

• Disrespectful behavior toward coworkers or customers
• Refusing reasonable tasks
• Violating dress code rules
• Improper phone use during shifts

If behavior affects the team or customer experience, corrective action may move quickly.

Health and Safety Violations

Starbucks takes safety very seriously.

Examples include:

• Mishandling food or beverages
• Leaving doors or drive-thru windows unsecured
• Unauthorized after-hours store access
• Ignoring health protocols

These violations may lead to immediate discipline.

Union Activity: What Is Protected and What Is Not

One major area of confusion involves union-related discipline. Starbucks has clearly stated that lawful union activity is protected.

Protected Union Activities

Partners cannot be disciplined for:

• Supporting or opposing a union
• Signing or refusing to sign union cards
• Discussing union issues with coworkers
• Voting in union elections
• Wearing union-related buttons or pins

These rights are protected under federal labor law.

Unprotected Activities

Union involvement does not excuse policy violations.

Unprotected actions include:

• Threats or violence
• Profanity toward customers or coworkers
• Harassment or discrimination
• Property damage
• Blocking entrances or exits
• Failing to show up for scheduled shifts

If these actions occur, Starbucks may apply corrective action, even if union activity is involved.

2025 Updates to the Starbucks Corrective Action Policy

In 2025, Starbucks introduced several updates affecting how corrective action is applied.

Attendance and Scheduling Updates

• Clearer guidelines for time-off requests
• Stricter tracking of attendance patterns

Dress Code Enforcement

• Updated uniform standards
• Faster corrective action for repeated violations

Operational Accuracy

• Mandatory cup notes and labeling
• Write-ups for repeated order errors

Corporate Office Policy

• Return-to-office requirements for corporate employees
• Non-compliance may lead to discipline

Despite these changes, union protections remain in place.

Employee Rights Under the Starbucks Corrective Action Policy

Partners have important rights during corrective action.

Your Rights Include:

• Reviewing written warnings
• Submitting written responses
• Contacting Partner Resources (HR)
• Appealing unfair discipline
• Protection from retaliation

If you believe corrective action is biased or unfair, you can request a review.

How Long Do Starbucks Write-Ups Stay on Record?

There is no official expiration date for write-ups.

However:

• Many stores monitor warnings for 30–60 days
• If no new issues occur, warnings may stop affecting decisions
• Old write-ups may still impact promotions or rehire eligibility

Consistent improvement matters more than time alone.

How to Appeal a Starbucks Write-Up

If you believe a write-up is unfair:

1. Speak calmly with your manager
2. Provide evidence if available
3. Contact Partner Resources
4. Submit a written response

Act quickly, especially after a final warning.

How to Avoid Corrective Action at Starbucks

Prevention is always better than discipline.

Best Practices:

• Review the Partner Handbook regularly
• Communicate scheduling issues early
• Follow attendance and safety rules
• Ask for feedback
• Document important conversations

Being proactive helps protect your job.

Best Practices for Managers

Managers should:

• Apply policies consistently
• Document accurately
• Focus on behavior, not personality
• Follow up on improvement plans

Fair and respectful leadership builds trust.

Frequently Asked Questions

Final Thoughts

The Starbucks corrective action policy is designed to be fair, structured, and corrective—not punitive. When partners understand the system, communicate early, and take feedback seriously, most issues can be resolved before reaching serious consequences.

Knowing your rights, responsibilities, and protections helps you stay in control of your future at Starbucks. Check Also: How to Access Your Starbucks Paystub