Employee Discipline

There are times when an employee may not meet behavior or performance expectations and corrective action may be necessary. In all instances where you believe that formal disciplinary action may be appropriate, please contact your HR Business Partner for assistance. This process may not be appropriate in every situation. The level, nature, and seriousness of the situation will be reviewed by HR when the situation is initially discussed and during the review of the discipline documentation. 

The discipline process used for benefit-eligible administrative, service, and support staff who have completed the probationary period will be addressed in occurdance with the HR-601 Discipline Guidelines. The objectives of the discipline process include notifying the employee of unsatisfactory behavior or performance, clarifying expectations of satisfactory behavior or performance, instructing the employee on what action must be taken to correct the unsatisfactory behavior or performance, and informing the employee about the consequences if expectations are not met in the future.

The disciplinary process includes the following steps:

  1. Have an understanding of the facts and circumstances before assessing appropriate discipline.
  2. Discuss the situation with your HR Business Partner.
  3. Complete the Discipline Submission Form. Your HR Business Partner will draft the formal discipline document for your review. 
  4. Conduct a disciplinary conversation (PDF) with the employee and present the formal discipline documentation provided by HR.
  5. Provide signed discipline document to your HR Business Partner to be added to the employee’s personnel file.

Part-Time Employees

The discipline process used for part-time, non-benefit-eligible administrative, service, and support staff may include written warnings or termination of employment. Part-time employees are expected to adhere to all department and university guidelines, policies, and procedures, as well as behavior and performance expectations. Should any issues arise, part-time employees will be held accountable for their actions. Supervisors should follow the disciplinary process steps outlined above.