Progressive Discipline

Certain standards of performance and conduct must be maintained in any work group, e.g., businesslike behavior, observance of work hours, policies, procedures, satisfactory performance, etc. Generally, these performances and conduct standards are recognized and observed by individual members of the work group without any need for action by the supervisor. When an employee does not observe these standards, counseling or a verbal reminder by a supervisor normally results in the employee doing so in the future.

When an employee does not respond to a verbal reminder, more formal discipline may be necessary. What is appropriate discipline cannot be decided in advance or with precision.  No two cases are identical;

Therefore, the immediate supervisor must decide based on the circumstances in each case. Depending on the severity of the offense, disciplinary action may, among others, take the following forms: withholding salary/wage increases, verbal warning, written warning, demotion, suspension (with or without pay), or termination. Termination without prior warning, or suspension, may be justified for certain offenses as determined by the University.