These procedures follow an orderly process designed to help employees correct or improve work-related problems, performance or attitudes. All Employee Disciplinary Notices must be issued for just cause and should specifically address deficiencies such as substandard job performance, unacceptable or uncooperative behavior, lack of dependability, misconduct or infraction of UAMS rules, regulations or policies. Decisions to place an employee on disciplinary notice must be made without regard to race, religion, sex, age, national origin, disability or veteran status. The original must be sent to the Office of Human Resources, the issuing department for their records must retain the 2nd copy, the 3rd copy must be given to the employee. Departments issuing a first-time disciplinary notice to an employee should do so orally, on the Employee Disciplinary Notice form.
All oral notices stay in the department.
It is advisable to document the essence of the discussion and what was concluded at the meeting. Departments issuing a second or third disciplinary notice to an employee for the same or related infraction must do so in writing by completing the Employee Disciplinary Notice form Section 1 and Section 2. Cause for dismissal may exist if, within a 12 month period, the problem continues after the issuance of a related oral and written notice, or after the issuance of three unrelated written notices. Some employees may refuse to sign the notice. If the employee desires that an issue be advanced to grievance proceedings, it is their responsibility to contact the Assistant Vice Chancellor of Employee Relations for processing.