Your Responsibilities During the Disciplinary Process

Manager’s Responsibility

• Initiate discussion with employee that exhibits behavioral or performance issues
• Initiate a plan of action to help restore the employee to an acceptable level of behavior, conduct and/or performance
• Contact an Employee Relations representative for guidelines on the process when necessary
• Investigate and/or research, in a timely fashion, incidents in violation of University policies, procedures, rules and standards
• Provide employee with an opportunity to present his/her version of the events in question
• Explain to the employee the reason for any counseling and the consequences if improvements are not made
• Provide written documentation for department file, employee records and Human Resources files, if applicable
• Provide employee with continuous feedback on progress during the disciplinary process

Employee's Responsibility

• Work cooperatively with the manager to develop a plan of action to restore behavior, conduct and/or performance to a satisfactory level
• Contact the Office of Human Resources, Employee Relations, for additional guidelines if necessary
• Provide clear and concise information regarding incidents or performance issues in question
• Ask for clarification of issues or concerns that are unclear
• Agree on a final plan of action to ensure success