Manager Toolkit


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.

 

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