Corrective and disciplinary actions must be founded on the principles of due process and will employ a range of actions that are applied based on the nature and history of the misconduct or unacceptable performance. The ultimate goal of corrective or disciplinary action as applied through the Standards of Conduct policy and its procedures, is designed to assist employees in contributing fully to the University’s mission and goals.
These resources are designed to help managers perform their responsibilities related to maintaining a fair and equitable work environment.
Corrective and Disciplinary Actions
Corrective actions, whether informal or formal, must depend on:
The nature, consequence, (or potential consequence) of the employee’s conduct or performance and/or;
Related circumstances and mitigating factors, if any exist.
The process begins with counseling, either informal (verbal or written) or formal. If the initial corrective action is unsuccessful, or the nature of the conduct warrants immediate action, disciplinary action will be communicated via a Written Notice document listing the Group Offense type (1, 2, or 3).
If managers have concerns about employee job performance, or behavioral conduct, they may engage in the corrective disciplinary process. When considering disciplinary action, managers should focus on job duties and the employee’s ability to perform satisfactorily. Critical factors include reviews of previous counseling with the employee, actions in similar cases, similarly situated employees, and mitigating circumstances.
When this has been unsuccessful, use the resources below to take action and please consult your UVA HR Employee Relations Representative.
Medical Center Managers: Guidelines for Staff Requests for Reassignment
Consistent with UVA’s Notice of Non-Discrimination and Equal Opportunity, its policy on Preventing and Addressing Discrimination and Harassment, Medical Center policy and the ASPIRE values, staff are expected to provide care and treatment to all patients without regard to age, color, disability, gender identity or expression, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information. Therefore, requests for reassignment based on these characteristics will not be permitted, unless required by law or clinically indicated. In such circumstances, managers and supervisors should contact Human Resources for guidance.
Staff may request reassignment in rare circumstances and managers/supervisors will maintain discretion in accommodating staffing reassignment requests, as appropriate, to meet staffing and operational needs within their unit/clinic. Please review the guidelines below, which are intended to assist managers/supervisors in responding to staff requests for reassignment and facilitate compliance with applicable state and federal laws and Medical Center, Health System and University policies.