Repeated or unreported absenteeism or tardiness. Disregard for general University policy. Failure to report an accident. To take disciplinary action if the situation warrants it. All disciplinary discussions should be conducted in a climate conducive to good understanding and reasonable discussion.
Documentation is critical in any employee disciplinary action.
It serves as the basis for the action and is used to defend the University's position in grievance or other required hearings. Supervisors must completely document all disciplinary actions and ensure that copies with the employee's signature acknowledging receipt are provided for the employee's personnel file. The basic cause of the incident should be clearly pointed out, suggestions made for its correction, and the employee told what consequences to expect should future incidents occur. The supervisor may administer an oral warning without prior approval and should record the date of the warning and other pertinent information. When the supervisor has reason to believe that the action was impulsive or occurred under similar mitigating circumstances, as opposed to premeditation, a written warning may be appropriate.