INFORMATION FOR
Supervisors and managers are expected to clearly communicate both performance and behavioral expectations to staff members. If, after considerable effort has been expended, behavioral or performance issues continue to hinder progress toward expected standards, the imposition of formal disciplinary action may be the next appropriate step in the performance management process.
Verbal counseling is not considered official discipline but it serves to put the employee on notice about the behavior or performance that is non-compliant. Such counseling should always be followed up with a written memorandum to the employee which details the specifics of the counseling session.
At a minimum counseling memos should:
The University believes that disciplinary sanctions are to be corrective and progressive in nature. However, there may be instances where the first infraction related to inappropriate conduct/behavior or poor performance may be egregious enough to warrant a more severe sanction up to and including termination.
Every collective bargaining unit agreement contains due process rights which the University must comply with in the imposition of discipline. Disciplinary sanctions at the level of Official Written Reprimand and above are processed and retained in Human Resources.
Guidelines to Disciplinary Process for Career Service Employees [pdf]
Please refer to the applicable Union Contract for further information
Fitness for Duty Determination Policy
Independent Medical Examination of Employees [pdf]
