Discipline Process
When best practices are implemented and informal performance mechanisms are unsuccessful, supervisors may turn to formal discipline measures. To pursue a formal employee disciplinary action, please contact your assigned member of the HR Strategic Business Partner team for consultation.
Employee Discipline
Per BOT 4.1.4, a typical procedure for disciplinary action will be, depending on the seriousness or frequency of the cause, an oral discussion, a written warning, disciplinary lay-off without pay, and dismissal. All disciplinary actions are subject to the appropriate grievance procedure.
Associated policies and procedures include:
Related Terms & Definitions
Steps taken to address an employee’s misconduct or poor performance, which may include coaching, retraining, or disciplinary measures.
The right of an employee to receive notice of allegations and an opportunity to respond before disciplinary action is taken.
A formal complaint by an employee regarding workplace treatment, disciplinary action, or working conditions.
The willful refusal to follow a lawful and reasonable directive from a supervisor, often including defiant behavior or refusal to complete assigned tasks.
Disrespectful or contemptuous behavior toward a supervisor or employer, which may include rude remarks, sarcasm, or open defiance.
A structured plan that outlines specific performance concerns, expectations for improvement, and a timeline for achieving those improvements.
A system of escalating corrective actions (e.g., verbal warning, written warning, suspension) designed to address employee performance or conduct issues before termination.