NASA DESK GUIDE 

FOR 

TABLE OF DISCIPLINARY OFFENSES AND PENALTIES 

Version 3 

Office of Human Capital Management 

NASA Headquarters 

SREF-3000-0020 

August 2008 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 2 of 13 

Document History Log 

Status 

(Basic/Revision

/Cancelled) 

Revision Date Description of Change 

Basic December 2002 Basic Release 

Revision March 2006 

Revision 

(Version 3) 

August 2008 Changes Incorporated into Version 2: 

• Formatted document to conform to other similar desk 

guides. 

• Added Document History Log. 

• Added Table of Contents. 

• Added Section 1, Introduction, 1.2, Applicability; and 

1.3, About This Document. 

• Added Section 2, References, and updated 

referenced documents throughout the guide. 

• Added Appendix A, Acronyms and Abbreviations. 

• Completed minor editing, tense, grammar, and 

consistency throughout. 

• Updated offense #6, Third Offense, to include 

Removal. 

• Updated reference in offense #14. 

• Updated descriptions of offense #41 and offense #46. 

 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 3 of 13 

TABLE OF CONTENTS 

Page

SECTION 1 INTRODUCTION..................................................................................................4 

 1.1 Purpose .........................................................................................................4 

 1.2 Applicability .................................................................................................4 

 1.3 About This Document ...............................................................................4 

SECTION 2 REFERENCES.........................................................................................................5 

SECTION 3 DEFINITIONS........................................................................................................6 

SECTION 4 GUIDANCE.............................................................................................................7 

 4.1 Identifying and Describing Offenses........................................................7 

 4.2 Determining Penalties.................................................................................7 

 4.3 Penalties ........................................................................................................8 

 4.4 Alternative Discipline .................................................................................8 

SECTION 5 NASA TABLE OF DISCIPLINARY OFFENSES AND PENALTIES ......9 

APPENDIX

APPENDIX A ACRONYMS AND ABBREVIATIONS..............................................................13 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 4 of 13 

SECTION 1 – INTRODUCTION 

This section provides an overview of the document content, as well as a description of how the 

information is arranged. 

1.1 Purpose 

The purpose of this desk guide is to provide guidance to National Aeronautics and Space 

Administration (NASA) Human Resources Offices (HROs) when determining whether and/or to 

what extent formal disciplinary action is necessary in dealing with issues of employee misconduct. 

1.2 Applicability 

This desk guide is applicable to NASA Headquarters and NASA Centers, including Component 

Facilities, the NASA Shared Services Center (NSSC), and the Office of the Inspector General 

(OIG). Unless otherwise stated, the use of the word Center(s) in the text of this desk guide includes 

NASA Headquarters and the NSSC, and any reference to Center Director(s) includes the Assistant 

Administrator for Infrastructure and Administration and the Executive Director, NSSC. 

This desk guide is for use by NASA Center HROs. While other departments may be mentioned, the 

instructions and procedures are specifically meant for Human Resources (HR) personnel. 

1.3 About This Document 

This document contains a table of disciplinary offenses and penalties, as well as references to 

applicable regulations and policies. For brevity and readability, the full regulation titles are not 

included in the body of the document. Please refer to Section 2, References, for a full listing of the 

referenced documents, including document numbers and titles. 

All acronyms are spelled out on first reference (unless in a table) and thereafter, the acronym is used. 

Appendix A, Acronyms and Abbreviations, contains a list of acronyms used in this guide and the 

applicable meanings. 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 5 of 13 

SECTION 2 – REFERENCES 

Various regulations govern disciplinary offenses and penalties. The following references were used 

in the preparation of this desk guide: 

a. 5 Code of Federal Regulations (CFR) 432, Performance Based Reduction in Grade and 

Removal Actions. 

b. 5 CFR 735.201, What are the restrictions on gambling? 

c. 5 CFR 2635.101, Basic obligation of public service. 

d. 5 United States Code (USC) 7501, Definitions. 

e. 5 USC 7326, Penalties. 

f. 5 USC 7351, Gifts to superiors. 

g. 5 USC 7511, Definitions; application. 

h. 31 USC 1349, Adverse personnel actions. 

i. Curtis Douglas vs. Veterans Administration, 5 Merit Systems Protection Board Reporter 

(MSPR) 280 (1981). 

j. NASA Procedural Requirements (NPR) 3792.1B, NASA Plan for a Drug-Free 

Workplace. 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 6 of 13 

SECTION 3 – DEFINITIONS 

a. Formal Discipline: Formal disciplinary actions include written reprimands, suspensions, 

reductions in grade or pay, and removals. The term “reprimand” means a written 

reprimand, which is filed in the employee’s Official Personnel Folder (OPF), for a period of 

up to 2 years. The term “removal” has the meaning assigned in 5 CFR 432 and the terms 

“suspension,” “grade,” and “pay” have the meanings assigned in 5 USC 7501 and 5 USC 

7511. 

b. Informal Discipline: Informal disciplinary actions are oral or written admonishments and 

are not made a matter of record in the employee’s OPF. However, such discipline, along 

with other relevant information such as memoranda for the record, the supervisor’s notes, 

and letters of instruction, may be considered when determining an appropriate penalty for a 

current offense. 

c. Days: As listed in the NASA Table of Disciplinary Offenses and Penalties, “days” means 

calendar days. 

d. Table: In this guide, “Table” refers to the NASA Table of Disciplinary Offenses and 

Penalties found in Section 5 of this document. 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 7 of 13 

SECTION 4 – GUIDANCE 

4.1 Identifying and Describing Offenses 

The Table is not intended to cover every possible type of offense or to provide a series of 

prescriptions to be matched. For example, if a particular offense listed in the Table is not 

appropriate as a description of the offense committed, do not try to “force fit” the description to a 

match with the Table, but describe it in terms appropriate to the situation. (However, the 

description of the offense, once decided upon, should remain the same for all subsequent written 

references to the offense.) Some of the items listed in the Table combine several offenses, separated 

by semicolons or connected by the word “or” in one statement. When describing charges against a 

particular employee, use only the applicable part of a listed offense. Write charges to the standards 

of specificity required by the Merit Systems Protection Board (MSPB). Supervisors should be 

advised to seek assistance from their Center’s HR staff to ensure adherence to these standards. 

4.2 Determining Penalties 

1. The ranges of penalties shown in the Table are those that are considered to be most typical 

for offenses of the nature indicated. The Table provides for more serious penalties for 

second and subsequent incidents of employee misconduct. This is in keeping with 

progressive discipline, with the focus being on rehabilitating employees by taking the least 

serious corrective action necessary to ensure that further offenses are not committed. In 

considering the time frame for determining whether an offense is a second or subsequent 

offense, the usual “reckoning period” is within 4 years preceding the date of the current 

offense. Nevertheless, if previous offenses were serious in nature or represent a pattern of 

misconduct, a longer period of time may be considered. Note that a subsequent offense 

does not have to be a repeat of the first offense (e.g., if an employee is disciplined for being 

Absent Without Leave (AWOL) and then faces charges of insubordination, the latter penalty 

can be considered as a second offense). The first action could include a statement such as 

“Future incidents of this or other misconduct may result in more severe disciplinary action 

possibly including removal from the Federal Service.” 

2. The penalty for a given offense may be less than the minimum penalty shown, or greater 

than the maximum penalty shown in the Table. This depends largely on whether, and to 

what extent, the “Douglas” factors come into play or how egregious the act was. In the case 

of Douglas vs. Veterans Administration, 5 MSPR 280 (1981), the following factors may 

influence the decision as to whether any formal disciplinary action should be imposed at all, 

or whether such action might be less severe (mitigating) or more severe (aggravating) than 

the typical range shown in the Table. There is no requirement to address all of these factors; 

consider only those which apply: 

a. The nature and seriousness of the offense and its relation to the employee’s duties, 

position, or responsibilities, including whether the offense was intentional, 

technically inadvertent, committed maliciously or for gain, and how frequently it was 

repeated; 

b. The employee’s job level and type of employment, including supervisory or fiduciary 

role, contacts with the public, and prominence of the position; 

c. The employee’s past disciplinary record; 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 8 of 13 

d. The employee’s past work record, including length of service, performance on the 

job, ability to get along with fellow workers, and dependability; 

e. The effect of the offense upon the employee’s ability to perform at a satisfactory 

level and its effect upon supervisor’s confidence in the employee’s ability to perform 

assigned duties; 

f. The consistency of the penalty with those imposed upon other employees for the 

same or similar offenses; 

g. The consistency of the penalty with any applicable Agency table of penalties; 

h. The notoriety of the offense or its impact upon the reputation of the Agency; 

i. The clarity with which the employee was on notice of any rules that were violated in 

committing the offense or had been warned about the conduct in question; 

j. The potential for the employee’s rehabilitation; 

k. Mitigating circumstances surrounding the offense, such as unusual job tensions, 

personality problems, mental impairment, harassment, or bad faith, malice, or 

provocation on the part of others involved in the matter; and 

l. The adequacy and effectiveness of alternative sanctions to deter such conduct in the 

future by the employee or others. 

4.3 Penalties 

Penalties for offenses are listed in Section 5, NASA Table of Disciplinary Offenses and Penalties. 

Penalties for offenses not listed should be determined by the supervisor in consultation with the 

Center’s HR staff. Generally, such penalties should be consistent with the range of penalties shown 

for comparable offenses listed in the Table, unless application of the Douglas factors supports a 

penalty outside that range or if a statutory penalty applies such as willful misuse of a Government 

vehicle. In addition, actions taken on the basis of off-duty misconduct must show a nexus between 

the offense(s) and the efficiency of the Government service. Consider, also, the need for reasonable 

accommodation and/or firm choice when there are health or related factors. 

4.4 Alternative Discipline 

There may be other actions taken in lieu of formal discipline which are the equivalent of formal 

discipline and are part of the disciplinary process. Examples include, but are not limited to, 

settlement agreements or letters that state they are in lieu of whatever formal discipline that would 

normally be imposed. 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 9 of 13 

SECTION 5 – NASA TABLE OF DISCIPLINARY OFFENSES AND PENALTIES 

NASA TABLE OF DISCIPLINARY OFFENSES AND PENALTIES 

Penalties 

# Category/Offense First 

Offense 

Second 

Offense 

Third 

Offense 

Attendance and Leave 

1 Failure to follow established leave procedures. Written 

reprimand to 

14-day 

suspension 

3-30 day 

suspension 

Removal 

2 Failure to follow established work schedule. Written 

reprimand to 

14-day 

suspension 

3-30 day 

suspension 

Removal 

3 Unexcused or unauthorized absence from the job 

during working hours or any scheduled day of work 

(AWOL), including tardiness. 

Written 

reprimand to 

14-day 

suspension 

3-30 day 

suspension 

Removal 

Conduct on the Job 

4 Borrowing money from, obtaining co-signature of, or 

coercing subordinates to lend money or co-sign for 

financial obligations. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

5 Discourteous conduct to the public. Written 

reprimand 

1-7 day 

suspension to 

removal 

7-day 

suspension to 

removal 

6 Disrespectful conduct; creating a disturbance; use of 

abusive or obscene language to or about others; or 

making slanderous, defamatory, disparaging or 

knowingly false statements to or about others. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

7 Engaging in dangerous horseplay; threatening or 

attempting to inflict bodily injury to another; fighting; 

negligent or intentional injury to person or property 

of others. 

3-day suspension 

to removal 

7-day 

suspension to 

removal 

Removal 

8 Failure or delay(s) in carrying out official assignments 

or orders. 

Written 

reprimand to 

3-day suspension 

3-14 day 

suspension 

7-day 

suspension to 

removal 

9 Gambling or unlawful betting or promotion of 

gambling or lotteries on Government premises or 

while on duty [5 CFR 735.201]. 

Written 

reprimand to 

3-day suspension 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

10 Prohibited gifts for official superiors. This includes 

soliciting contributions for a gift or present to 

someone in a official superior position; accepting a 

prohibited gift or present from a Government 

employee receiving a lower salary, or making a 

prohibited donation as a gift or present to an official 

supervisor [5 USC 7351]. 

Written 

reprimand to 

14-day 

suspension 

7-day 

suspension to 

removal 

Removal 

11 Insubordination/disobedience to authorities or 

refusal to carry out any proper order. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

Removal 

12 Loafing, willful idleness, wasting time, or sleeping on 

duty when safety of persons or property not 

endangered. See #35. 

Written 

reprimand to 

5-day suspension 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 10 of 13 

NASA TABLE OF DISCIPLINARY OFFENSES AND PENALTIES 

Penalties 

# Category/Offense First 

Offense 

Second 

Offense 

Third 

Offense 

13 Negligence or careless workmanship in performance 

of duty resulting in waste of public funds, 

inefficiency, or delay in production; covering or 

attempting to conceal defective work; removing or 

destroying same without permission. 

Written 

reprimand to 

7-day suspension 

3-14 day 

suspension 

7-day 

suspension to 

removal 

14 Possession, use, or being under the influence of 

drugs. 

Removal (See NPR 3792.1B, NASA Plan for a 

Drug-Free Workplace.) 

15 Refusal to cooperate in an investigation. Written 

reprimand to 

removal 

1-day 

suspension to 

removal 

7-day 

suspension to 

removal 

16 Requiring/allowing a subordinate to perform 

non-official work. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

17 Solicitation or acceptance of a gift or gratuity which 

might reasonably be interpreted as tending to 

influence the performance of official duties. 

Written 

reprimand to 

removal 

7-day 

suspension to 

removal 

Removal 

18 Striking or other work stoppage or slowdown. Removal 

19 Unauthorized possession of a gun or other weapon 

on Government premises. 

Written 

reprimand to 

removal 

Removal 

20 Unauthorized possession or being under the influence 

of alcohol while on duty. 

Written 

reprimand 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

Hostile Work Environment/Discrimination-related Issues 

21 Harassing, threatening, or taking reprisal against an 

employee as a result of or in anticipation of a 

grievance, appeal, complaint, or other exercise of legal 

rights. 

1-day suspension 

to removal 

3-day 

suspension to 

removal 

Removal 

22 Discrimination or harassment against one or more 

individuals on the basis of sex, race, religion, color, 

age, national origin, handicapping condition, marital 

or parental status, sexual orientation, or political 

affiliation. 

1-day suspension 

to removal 

3-day 

suspension to 

removal 

Removal 

Outside Employment and Interests 

23 Conducting unauthorized personal business or other 

affairs while on duty status; unauthorized canvassing, 

soliciting, or peddling. 

Written 

reprimand to 

3-day suspension 

3-14 day 

suspension 

7-day 

suspension to 

removal 

24 Engaging, directly or indirectly, in financial 

transactions which create a real or apparent conflict 

of interest. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

Removal 

25 Failure to obtain required clearance of an official 

speech or article. 

Written 

reprimand to 

3-day suspension 

3-14 day 

suspension 

7-day 

suspension to 

removal 

26 Failure to pay just financial obligation, such as 

Federal, State, or local taxes, without sufficient cause 

[5 CFR 2635.101(12)]. 

Written 

reprimand to 

3-day suspension 

3-7 day 

suspension 

7-day 

suspension to 

removal 

27 Improper political activities [5 USC 7326]. Removal (On appeal, MSPB may mitigate to 30-day 

suspension by unanimous vote [5 USC 7326].) 

28 Performing unauthorized employment or engaging in 

private business activities of a prohibited nature. 

Written 

reprimand to 

3-day suspension 

3-14 day 

suspension 

7-day 

suspension to 

removal 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 11 of 13 

NASA TABLE OF DISCIPLINARY OFFENSES AND PENALTIES 

Penalties 

# Category/Offense First 

Offense 

Second 

Offense 

Third 

Offense 

Personal Conduct or Character 

29 Conduct demonstrating untrustworthiness or 

unreliability. 

Written 

reprimand to 

3-day suspension 

3-14 day 

suspension 

7-day 

suspension to 

removal 

30 Falsification, misstatement, exaggeration, or 

concealment of fact in connection with employment, 

promotion, attendance, or any record, investigation, 

or other proper proceeding. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

Removal 

31 Immoral, indecent, unethical, criminal, infamous, 

dishonest, or notoriously disgraceful conduct. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

32 Use or attempted use of influence or pressure to 

secure favor in the appointment, transfer, 

advancement, or retention of a relative in NASA. 

1-day suspension 

to removal 

3-day 

suspension to 

removal 

Removal 

33 Violation of one or more of the merit system 

principles. 

1-day suspension 

to removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

Safety and Health 

34 Requiring/allowing a subordinate to perform work in 

an unsafe/unhealthy condition. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

35 Sleeping on duty when safety of persons or property 

is endangered. See #12. 

1-day suspension 

to removal 

3-day 

suspension to 

removal 

Removal 

36 Unauthorized smoking. Written 

reprimand to 

3-day suspension 

3-10 day 

suspension 

7-day 

suspension to 

removal 

37 Violation of a traffic law, safety regulation, instruction 

for safe driving or other prescribed safe practice; 

failure to report accident or injury; failure to use 

protective clothing/equipment. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

Security 

38 Violation of an information technology security 

requirement or policy. 

Written 

reprimand to 

removal 

1-day 

suspension to 

removal 

7-day 

suspension to 

removal 

39 Violation of a security regulation including failure to 

comply with instructions of security personnel, or to 

safeguard classified material. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

Use of Government Property 

40 Failure to follow an established policy regarding the 

personal use of Government office equipment 

including information technology. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

41 Loss, damage, destruction or theft of or misconduct, 

willful negligence, or wanton/reckless disregard for 

Government property. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

42 Improper use of official identification/credential card 

or badge, official information, or official authority 

without official authorization. 

Written 

reprimand to 

removal 

1-day 

suspension to 

removal 

7-day 

suspension to 

removal 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 12 of 13 

NASA TABLE OF DISCIPLINARY OFFENSES AND PENALTIES 

Penalties 

# Category/Offense First 

Offense 

Second 

Offense 

Third 

Offense 

43 Operation of Government-owned or leased vehicle 

without valid license. 

Written 

reprimand to 

14-day 

suspension 

3-day 

suspension to 

removal 

Removal 

44 Possession, downloading, or transmission of 

pornographic/sexually explicit material by computer 

or other means. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

Removal 

45 Unauthorized possession of Government property or 

the property of others. 

Written 

reprimand to 

removal 

3-day 

suspension to 

removal 

Removal 

46 Use of or allowing use of Government funds or 

property, credit cards, personnel, or other resources 

for unauthorized purposes. 

Written 

reprimand to 

14-day 

suspension 

3-day 

suspension to 

removal 

7-day 

suspension to 

removal 

47 Use of or allowing use of a Government motor 

vehicle, aircraft, etc., including the unauthorized 

transportation of passengers for other than official 

purposes. 

Written 

reprimand to 

14-day 

suspension 

3-day 

suspension to 

removal 

Removal 

48 Willful misuse of a Government vehicle [31 USC 

1349(b)]. 

30-day 

suspension to 

removal 

Removal 
NASA Desk Guide for Table of Disciplinary Offenses and Penalties – Version 3 

August 2008 

Table of Contents Page 13 of 13 

APPENDIX A – ACRONYMS AND ABBREVIATIONS 

Acronyms that are used in this desk guide are identified upon first use in this document. Thereafter, 

the acronym is used. In cases where the first or only instance of the use of an acronym is in a table 

or graphic, it may not be spelled out on first reference. Since many acronyms and abbreviations 

have multiple meanings, the following list includes those used in this guide and the applicable 

meaning: 

ACRONYM/ 

ABBREVIATION MEANING 

AWOL Absent Without Leave 

CFR Code of Federal Regulations 

HR Human Resources 

HRO Human Resources Office 

MSPB Merit Systems Protection Board 

MSPR Merit Systems Protection Board Reporter 

NASA National Aeronautics and Space Administration 

NPR NASA Procedural Requirements 

NSSC NASA Shared Services Center 

OIG Office of the Inspector General 

OPF Official Personnel Folder 

USC United States Code