Disciplinary Action
Though the relationship of an employee is on an at-will basis, a supervisor may elect to begin disciplinary action with an employee to resolve a problem situation.
Each instance of misconduct, unacceptable performance or policy violation is evaluated individually to determine what, if any, disciplinary action is warranted and appropriate. Where action is deemed appropriate, it should fit the offense and recognize individual circumstances.
Supervisors have primary responsibility for evaluating the conduct of employees under their supervision. They also have primary responsibility for initiating and keeping records of any disciplinary action deemed necessary.
Disciplinary action can take many forms. Generally, disciplinary action consists of verbal counseling and/or written warnings, suspension, probation, or termination. However, depending on the severity or frequency of the problem, the disciplinary action may vary. All disciplinary action must be documented for inclusion in the personnel file.
