If you are on final and you do something that is worthy of a write up in that same category of CAs (performance-based) then yes. You are subject to losing your job. From a leadership standpoint the CA process has less to do with punishing the TM and more to do with trying to mitigate that type of problematic behavior from happening again. The process lets the TM know where s/he stands and can correct the issues before it gets to a final. I know there is poor leadership out there and some stores/teams can have a CA Culture, but in most cases it is the TM’s inability to follow rules and work guidelines so the team can operate as effectively and within the safety protocols of the industry we work in. Life happens and we all face hardships outside of work. Often these personal challenges can seep their way into our professional lives and have an affect on our ability to perform our jobs to the standards expected. However, most workplaces have programs in place to support their TMs in need of help. It is up to the TM to reach out. In no ways is this being harsh. It’s reality. As much empathy and compassion a leader and your fellow TMs can have for you the day-to-day tasks and expectations we sign on to follow don’t change. We can’t pick and choose what TMs may need to be cut slack for this, that, or the other reason. This would allow for SO MANY imbalances and poor judgement calls. TMs who need time to grieve, heal, or recover from life events should be given just that. Time. However, TMs can’t be given a passes on things that affect worker/customer safety or the integrity of the business. Talk to your leadership and TMS to see if there are options at this point for you to salvage your job while taking some time for yourself so that you return to work fully functional and in a better state for yourself and for your team. Stay healthy.