University of North Texas
Human Resource Department
Corrective & Disciplinary Actions Toolkit
Contents:
Summary
All employees are expected to meet performance standards and behave appropriately in the workplace. Disciplinary or corrective action is a process of communicating with the employee to improve unacceptable behavior or performance. You may take disciplinary action when other methods such as coaching and performance appraisal have not been successful. In cases of serious misconduct, you may choose to proceed straight to disciplinary action up to and including termination. Contact Human Resources before taking disciplinary action to help you determine whether discipline is the best approach to problem-solving in a particular situation.
Guiding Principles
In carrying out disciplinary action be sure to:
- Build trust and maintain a professional manner by keeping the disciplinary process confidential between you and the employee
- Make a careful diagnosis of the problem to determine whether disciplinary action is appropriate
- Provide specific examples of performance discrepancies or work rule violations so the employee fully understands what needs correction
- Allow the employee ample opportunity to explain so that you have all the facts
- Make sure discipline is the appropriate tool. Would coaching or performance appraisal be sufficient to get the employee's attention?
- When you take disciplinary action, make sure the punishment fits the crime
- Help the employee improve performance by providing specific recommendations and requirements
- Communicate clearly so the employee understands the consequences if performance or conduct does not improve
It is the policy of the University that supervisory efforts should be concentrated on the prevention of serious personnel problems rather than on disciplining employees for misconduct. However, supervisors have the ability to discipline or discharge an employee without cause. An employee being disciplined should be told what he/she has done wrong and should clearly understand what is expected of him/her.
For repeated but relatively minor incidents of substandard performance, misconduct, or rule violations, corrective counseling and discipline may be progressive.
The normal sequence of action is:
- Initial discussion;
- Oral Warning;
- Written Warning;
- Suspension;
- Discharge.
Important Note: While it is a good practice to contact Human Resources early in the corrective action process, you must consult with Human Resources prior to any disciplinary action that affects an individuals pay. These actions include: suspension, demotion or termination.
