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Preface

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Page Contents:

A. Philosophy

B. Application

C. Policy

D. Procedures

Related Forms:

Staff Report
   Word | PDF

 

Corrective Action
AFSCME 6.4

Revised July 1, 2004

A. Philosophy

Workplace performance problems are most appropriately handled by discussion and counseling between the employee and supervisor. In some instances more formal corrective action may be required. Employees who have completed the probationary period shall not be discharged or disciplined without just cause.

B. Application

This policy applies to all appointed employees who have completed the probationary period.

C. Policy

1. The University will only exercise its right to employ corrective action and discharge non-probationary employees for just cause.

2. When other means have been unsuccessful — or in severe cases — inappropriate workplace behavior and violations of work rules and practices will be corrected through progressively more severe corrective actions.

   1. The specific corrective action that will be taken depends upon the circumstances of the situation and the degree that it affects the work environment.

3. Appropriate corrective action prior to termination may include written warnings, suspensions and/or final warning.

4. All of these corrective actions will not necessarily apply in all cases as a suspension or discharge may be warranted on the first occasion of an extremely serious offense.

D. Procedures

The following procedures shall generally apply to the corrective action process:

1. Employees shall have the right to have a union representative present at any corrective action meeting. This shall include a reasonable opportunity to make arrangements for the attendance of a union representative. A reasonable opportunity to make arrangements for the attendance of a union representative means within three workdays, and if more time is needed, management will consider the request and its circumstances in consultation with University Human Resource Services. Management shall advise the employee of his/her right to union representation at all stages of corrective action.

2. During any meeting concerning a corrective action matter, the employee must be given a reasonable opportunity to ask questions and provide information or an explanation about the conduct or performance that is under review.

3. In cases where corrective action could include termination or loss of pay, the meeting with the employee shall take place prior to reaching a final decision and the supervisor must consider the employee-provided information prior to a final determination concerning corrective action or termination.

   1. Where the safety of persons or security of property is threatened or to prevent disruption of the workplace, the employee may be required to immediately leave the worksite.

4. Employees shall be notified by their supervisor as soon as practical of any work performance or conduct that is subject to corrective action.

   1. In cases involving loss of pay or termination, such notification must be within ten (10) workdays of the incident or the time the supervisor reasonably became aware of the incident.

5. Written notices of separation must be cleared with University Human Resource Services before distribution to the employee.

6. Employees shall be provided copies of corrective action taken against them and that has been placed in their personnel file.

   1. Provided there has not been a corrective action for an offense of a similar or related nature in the interim, corrective action reports which are twelve (12) months or more from the date of the current offense will not be used for the purpose of imposing additional corrective action on an employee.

   2. Provided that there has been no corrective action for attendance related problems during the previous 12-month period, any staff incident report dealing with attendance problems will be removed from the files after one year.

   3. Effective with discipline issued after July 1, 2004, the twelve-month time limit on the use of corrective action does not apply to any corrective action taken for the following offenses: theft, falsification of university records, sexual harassment, workplace violence, and other extremely serious offenses or other types of harassment prohibited by law.

7. Employees covered by this policy may file a grievance concerning any corrective action or termination in accordance with the procedures and limitations of the Grievance/Complaint Procedure. During the probationary status of an appointed employee, no matter concerning the discipline, layoff or termination of such employee shall be subject to the Grievance Procedure.

 

Word version of Staff Report: http://hr.iu.edu/pubs/forms/bloomington/SR.docx

PDF of Staff Report: http://hr.iu.edu/pubs/forms/bloomington/SR.pdf