The purpose of progressive discipline is to correct any behavior or performance deficiencies that interfere with the orderly, efficient conduct of university business through management-employee communication. Management’s objectives are to consistently reinforce the university and/or departmental rules, regulations, policies, and procedures. Disciplinary actions should be used as a means to correct behavior and not to punish an employee. The level of discipline should be consistent with the behavior or performance for which correction is being sought. Lastly, separation of employment is not corrective in nature and therefore should only be considered when previous attempts to bring about corrective behavior have not succeeded.

It is the supervisor’s responsibility to maintain efficiency, cooperation, and proper conduct among the employees within their departments. When supervisors are faced with an employee who is not meeting the expectations of his/her position or the employee has conduct issues, it is the supervisor’s responsibility to provide timely constructive feedback and set expectations moving forward. This will ensure timely and equitable disposition of actions necessary in dealing effectively with employee deficiencies and breaches of good conduct.

When an employee fails to meet the expected standards after the supervisor has provided appropriate feedback and expectations, the supervisor is responsible for escalating his/her concerns to Employee & Labor Relations (ELR). Disciplinary options will vary on a case by case basis and therefore, it is imperative that ELR is contacted prior to any disciplinary action being taken.