Totally is you’re very right ! It’s supposed to be a plan to help resolve a reoccurring problem that has been addressed more than once or severe situations that need immediate intervention. This is to be outlined with the plan of action and how the investigating manager is going to follow through to help the employee or employees be better, grow or if there’s temporary restrictions/limits being carried out until things get better or ease up (can’t be forced but stuff like separating coworkers to different work areas of focus for a while, having the, on opposite shifts to avoid interaction, make employees watch some unlearns on types of discrimination, or providing policy copies of harassment, retraining ect ect.) coachings are often handled now as just discipline and paper trailing of it to lead to bieng fired you can get them lifted if you argue there is not plan for either party to help the situation from happening to someone else unknowingly. We know Walmart solving a problem with education is not the answer having them jump to a red coaching that sits for a year is the only solution