IUPUI: Human Resources Policies

Staff covered by this policy	This policy applies to all appointed SM staff represented by AFSCME, Local 1477 who have completed the evaluation period.
Definition	Discipline, in its literal sense, is action that corrects or improves. Its purpose in the workplace is to correct or improve job-related performance or behavior, not punish.
Policy	It is the university’s policy and practice that discipline be progressive in nature, beginning with the least severe action necessary to correct the undesirable situation, and increasing in severity if the condition is not corrected. In addition to being progressive in nature, it is important that the degree of discipline be directly related to the seriousness of the offense and the employee’s record; therefore, it is possible for steps to be skipped or repeated.
Steps of progressive discipline	Prior to initiating progressive discipline, the supervisor has the option to address performance problems with an informal counseling discussion. When more formal action is required, the steps of progressive discipline may include: Initial written warning Written warning Suspension without pay, or for attendance infractions, a final written warning Termination - supervisors must consult with HRA Employee Relations before terminating an employee It is generally recommended that all steps be taken; however, some problems may be so serious that early steps may be eliminated. The primary objective of the steps is to correct, not punish the employee.
Disciplinary reports	Disciplinary reports 12 months old or more are not used to impose additional discipline on an employee, provided that the employee has not received a disciplinary report for a similar or related offense in the interim. The 12-month time limit does not apply to any progressive discipline taken for the following offenses: theft, falsification of university records, sexual harassment, workplace violence, or other serious misconduct of a similar nature.
Policy guidelines	It is essential to document all employment actions, especially those designed to change the status of an employee. Departments are to create and maintain disciplinary action records and share these records with the employee and Human Resources Administration. In cases where discipline could result in a loss of employee pay or benefits (suspension or termination), departments must give the employee an opportunity to receive and present information and ask questions before making a decision to discipline.
Opportunity to receive and present information and ask questions	The elements of the opportunity are: An opportunity for the employee to be provided information by the supervisor relating to the nature and manner of the infraction or deficiency. An opportunity to ask questions, to explain, to respond, and to give information about the allegations to an individual in the department who will make the decision to change the employee’s status. An opportunity to have the employee’s information considered by the decision maker prior to a final determination of discipline being issued. An opportunity to receive written notification of the final decision.
	Numerical Index Revised July 2004 Employee Relations 274-8931