Policy Name: Disciplinary Action

St. Thomas University prides itself on the excellent contributions that staff members make to advance the University's mission and goals. However, on occasion, there may be employees whose standards of performance or conduct do not meet the University's expectations. In such cases, the University will take corrective action to assist employees in improving their performance or conduct to an acceptable standard. Disciplinary action mat be part of this corrective action.

Disciplinary action will normally follow a progressive model; that is, under normal circumstances discipline should progress from verbal reprimands, to written reprimands, to suspension from employment and finally, discharge. However, there are some situations which are so serious that a strict adherence to the progressive discipline model is inappropriate, and more serious disciplinary action up to and including discharge is warranted at the first offence. Examples of such situations include, but are not limited to: insubordination, assault, theft, fraud.

Guidelines:

There are several basic principles upon which any fair, firm disciplinary action must be based:

1. The employee must be made aware of what standard of performance or conduct is expected and given a reasonable time frame to correct the problem.
2. University expectations must be reasonable, effectively communicated and equitably applied.
3. An employee must be made aware of the consequences of a lack of improvement in the area of performance or conduct for which they have received a reprimand.
4. Disciplinary meetings between the supervisor and the employee must be clearly documented. The supervisor must clearly specify the problems, the necessary changes and a date by which the matter will be reviewed.
5. If a written reprimand is issued to the employee, such reprimand must contain a detailed description of the performance problem or inappropriate conduct, the instructions for improvement, time frame for improvement, the disciplinary action taken, the consequences of failure to improve. Any agreement between the employee and the supervisor regarding commitments to improve will be documented as well.
6. Any disciplinary action, verbal or written, must be recorded in the employee's personnel file in human resources.
7. Prior to taking any disciplinary action, the supervisor should contact the director of human resources to ensure that the legal and practical requirements of the progressive discipline are being met.