PERFORMANCE

Positive Direction: Dealing with Workplace Issues

This guide is a tool to help supervisors evaluate and respond to employee performance problems and workplace issues in a fair and effective manner. It does not stand alone, nor does it constitute legal advice regarding specific incidents.

The Work Violations and Suggested Responses chart contains general guidelines for examining and responding to employee conduct and work performance issues. It is not all-inclusive. This guide is for use in determining appropriate action for cases involving regular, non-contract employees.

Faculty and other contract personnel are governed by conditions of their contracts, and other University disciplinary provisions may apply.

When using this guide, consideration should always be given to the nature of the incident, the frequency of the violation, and the employee's overall work record before disciplinary action is taken. Progressive disciplinary actions may be taken based on continuous violations of the same or related work standards. The University reserves the right, at its sole discretion, to utilize forms of discipline less severe than involuntary separation in differing circumstances in order to correct employees' performance problems or unacceptable behavior.

Although the use of progressive discipline is encouraged, no formal order or system is required. The University may separate employees from employment at any time. Where employees are subject to professional and/or state regulations or licensure, additional sanctions may apply.

We recommend that you contact your Human Resources Generalist for additional guidance regarding appropriate disciplinary actions. You must contact your Human Resources Generalist prior to initiating a suspension or separation.

Resources

Forms

Instructions: These forms are to be used as a guideline to draft the actual memo to the employee documenting the disciplinary discussion. Fill in and delete items in order to make this memo accurately reflect the problem, and the history of the problem. Feel free to contact your Human Resources Generalist for guidance.