Progressive Counseling. The University has established policies and practices to establish mutual understanding of expectations and ensure efficient business operations. Staff employees are expected to comply with University policies and procedures. Employees who violate these policies and practices, as well as local, state and federal laws are subject to disciplinary and/or corrective action up to and including separation from employment. In most cases, such as failure to follow instructions, incivility, policy infractions, or inappropriate absenteeism/tardiness, the immediate supervisor should take corrective action in coordination with Human Resources. While progression may vary based on the severity and/or frequency of the violation, progressive counseling is typically applied in the following sequence:
- First Offense — Verbal Notice/Warning
- Second Offense — Written Notice/Warning
- Third Offense — Separation from the University
Appropriate disciplinary action will be determined based on factors such as severity, frequency and degree of deviation from expectations and length of time involved. An employee may be terminated if the employee’s performance/behavior does not improve or when a first-time incident occurs that is determined to be extraordinarily severe, malicious or blatantly unacceptable. Misconduct such as theft, deceit, lying, physical abuse, and alcohol/drug use on duty or when serving as a representative of the University, or refusal to follow a reasonable directive by a supervisor may result in immediate separation from employment. Supervisors must consult with their vice chancellor and Human Resources before discharging an employee.
PROGRESSIVE COUNSELING DOCUMENTS
Please contact Employee Relations staff at email@example.com prior to issuing a written warning or Performance Improvement Plan.
PERFORMANCE MANAGEMENT DOCUMENTS