5. Procedures

Prior to disciplinary action, the pre-disciplinary steps must be considered or completed. Disciplinary action normally begins at the lowest step in the Progressive Discipline process. However, discipline may be advanced dependent upon the seriousness of the performance issue or offense. Each step follows just cause and due process. At each stage the immediate supervisor (with hiring/firing authority) consults with Human Resources prior to investigation and administering discipline. Upon initial consultation, Human Resources determines whether the investigation needs to be done in collaboration with Human Resources. Formal discipline is provided verbally/in person, then in writing to the employee, and a copy of the discipline document goes into the employee’s personnel file.

A. Progressive Discipline

1. Written Notice

This is the first step of progressive discipline.

a. Meet with the staff member to:

• Explain the performance deficit or behavioral concern;

• Share the impact of the performance (quality, impact on colleagues/students, etc.)

• Ask the employee what might be the cause of the issue and what resources or support is needed to ensure effective performance/conduct;

• Discuss resources/support which can be provided;

• Confirm expectations regarding performance, provide copies of applicable policies, and provide a timeline for improvement o When issue is misconduct, it must cease immediately;

• Include statement in which failure to improve may lead to discipline, up to and including termination, a copy of the disciplinary policy and any other policies violated should be provided;

b. Document the discussion informally, email or memo and provide it to the employee. A copy is sent to Human Resources to be placed into the employee’s personnel file.

2. Suspension or Decision Making Day

This is a severe form of discipline which can be administered as a step in the progressive discipline procedure following one or more written reprimands, or for the first order of a serious offense. Follow the process under Written Notice. As appropriate, summarize previous informal and formal steps taken to address the issue. For this step, the supervisor may choose suspension or decision making day.

a. Suspension

A suspension’s length will take into consideration the behavior and severity of the concern. A suspension will not be longer than 30 days.

b. Decision Making Day

The employee receives an assignment to reflect on their conduct and their relationship with UW-Stevens Point to complete as a paid workday at home. The employee must remain available during that employee’s scheduled shift. If an employee is unavailable without notice and authorization, the employee may be regarded as absent without leave and subject to progressive discipline up to and including termination.

The employee is asked to return to work the following scheduled work day. Upon return, the employee acts using one of the three options below to fulfill Decision Making Day.

Options:

• Provide a written commitment to solve the problem and/or act in an acceptable level of behavior with an outline of how they will change to ensure an issue will no longer occur or;

• Return to work without a commitment creating the possibility of termination or;

• Resign.

o Failure to return to work after Decision Making Day may constitute as resignation.

3. Dismissal or Demotion

This is the most severe form of discipline that can be imposed on an employee. It can be administered as the final step in the progressive discipline procedure following one or more written reprimands, suspension, or decision making day, or for the first order of a serious offense.

Prior to investigation the immediate supervisor consults with Human Resources. The investigation is done in collaboration with Human Resources. The immediate supervisor and Associate Director of Human Resources may make the discipline determination after consultation with senior division leadership and the Vice Chancellor (and/or Chancellor as appropriate). Where appropriate, a final investigatory interview is conducted by the Chief Human Resources Officer and the division Vice Chancellor to determine disciplinary action.

An employee may be demoted as a form of disciplinary action when an employee’s failure to achieve or maintain performance standards in their current role is the concern.

4E.22: Disciplinary Policy and Procedures for University Staff

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CHAPTER 4E PERSONNEL RULES

Section 22: Disciplinary Policy and Procedures for University Staff

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