Corrective and Disciplinary Action

372 Corrective and Disciplinary Action If an employee's attitude, conduct or performance on the job is less than satisfactory, the supervisor should use the following procedure. Some actions taken by an employee while not at work may also result in disciplinary action.
  • Reasons for corrective action discussion include, but are not limited to: negligence; incompetence; insubordination; disorderly conduct; discourteous or abusive treatment of others; excessive absence; unauthorized absence; unsuitability to job requirements; unjustified interference with the work of others; misuse of institutional property and funds; fraud; use of alcohol or drugs or being under the influence while working; violation of statutory requirements or University policies; and violation of other generally accepted standards of conduct and performance.
PROCEDURES FOR HANDLING DISCIPLINE: Discipline or correction is best dealt with in a straight forward manner, speaking face to face with employees. Keys to successful use of correction are setting clear standards, documentation, using specific examples/dates of unacceptable behavior, dealing with problems when they come up, setting short and long-term goals, and following through. There are three levels of Correction Action (For specifics see the 372 Corrective and Disciplinary Action Policy):
  1. First Level Corrective Discussion: The immediate supervisor will hold a private discussion with the employee. The object of the discussion is to notify the employee of the unacceptable behavior and advise him/her of the necessary corrective action which would bring the employee's attitude, performance or conduct to acceptable standards.
  2. Second Level Corrective Discussion: If the employee fails to take the necessary corrective action after the First Level Discussion or commits an offense deemed serious enough to forgo the above procedures, the immediate supervisor will talk with the employee regarding his/her lack of improvement. A written record of the Second Level Discussion will be placed in the employee's file and a copy given to the employee. HR-22 form, Written Warning, is to be used.
  3. Disciplinary Action: If the employee fails to respond satisfactorily, commits another offense or commits an offense deemed serious enough to forgo the above procedures, disciplinary action shall be recommended by the supervisor to the next level of supervision or the appropriate vice president.
Disciplinary action may include, but is not limited to, suspension, without pay, for a period of up to 10 working days, and/or a written reprimand and/or dismissal. DISMISSAL/TERMINATION: For specific policy and procedures regarding termination see the 373 Termination and Reduction of Workforce policy. An employee may be recommended for dismissal according to the above procedure or for serious misconduct, without the above preceding First and Second Level Corrective Discussions, including, but not limited to, the following job-related reasons:
  • Fraud, including falsification on employment application.
  • Misuse of University property or funds.
  • Violation of statutory requirements of institutional regulations and policies, such as regulations related to discrimination or harassment.
  • Conviction of a crime by a court of competent jurisdiction.
  • Lewd, threatening, abusive or violent treatment of the public, students, or other employees.
A written record of all proceedings related to disciplinary action and dismissal will be placed in the employee's official personnel file and a copy of the record will be given to the employee. Employees receiving formal disciplinary action, that is at least a Second Level Corrective Discussion, will be informed by their supervisor or the Human Resources Director of their right to use the grievance process.