Disciplinary Guidelines and Grievance Resolution
Supervisors and managers should discuss disciplinary actions with their HR Business Partner, listed within the staff directory. According to the Faculty and Staff Handbook, disciplinary guidelines are defined as:
All disciplinary action will be determined on a case-by-case basis. The discipline imposed will depend upon, but not be limited to, the seriousness of the performance/behavioral issues and the impact on the University.
The University values its employees and believes that termination is appropriate only in serious cases of performance/behavioral issues. Consistent with this belief, it is the University´s general policy to correct employee performance/behavioral issues before they rise to a level requiring discharge. Accordingly, the University generally uses the following four-step, progressive discipline process.
Step 1: Verbal warning
Step 2: Written reprimand
Step 3: Suspension without pay/final written warning
Step 4: Termination of employment
Because some performance/behavioral issues warrant skipping steps in the process, the University reserves the right to immediately terminate an employee or skip any step(s) in the progressive discipline process.
Resolving Grievance Issues – Employee Dispute Resolution
As a supervisor or manager, you should be aware of the grievance process an employee can follow.
All employees are encouraged to seek and obtain answers to questions or concerns relating to their employment and working conditions through normal, day-to-day supervisory contacts and channels. However, when informal discussions are not resolved to the employee’s satisfaction and the matter meets the definition of a Dispute, employees covered by this policy may utilize the Dispute Resolution Procedures for Administrative/Professional and Clerical Service Staff Members to address the issue.