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6-6 Discipline

June 2003

When an employee's performance or conduct falls short of UCAR's standards, management will take corrective action that, in its opinion, is appropriate. The circumstances of each situation will differ, and the type of disciplinary action will also vary depending upon factors such as the nature of the offense, whether it is repeated, the employee's work record, and the impact of the conduct, problem or performance on the organization.

Disciplinary action can range from a written warning to immediate termination.  Action taken by management in an individual case does not establish a precedent in other circumstances.

Please see the Discipline procedures.

Contact the Director of Human Resources for interpretation of this policy.

Affiliated Procedure(s) or Guideline(s):

June 2003

Performance Improvement Discussion

Supervisors and employees can often achieve desired improvement in an employee's conduct or performance through informal discussions. When a deficiency occurs, the supervisor should discuss the problem to be solved with the employee, and the means by which the deficiency can be corrected.

Formal Action

At the discretion of an employee's management, and in consultation with Human Resources, formal disciplinary action may be taken at any time. Depending upon the circumstances and severity of the problem, formal action may include a memorandum of Written Warning; Suspension; or Termination to be determined by UCAR in its sole discretion. A Written Warning is normally given an employee to provide an opportunity to correct the deficiency. However immediate termination without any warning is possible if the action is considered to be egregious.

Written Warning – An employee is told in writing of deficiencies in performance or conduct. The Written Warning is a memorandum to the employee that indicates the nature of the deficiency, the means by which the deficiency can be corrected, if appropriate a fixed period of time within which it must be corrected, and the consequences to the employee for failing to correct the deficiency. A copy is sent to the Human Resources Department for inclusion in the employee's official employment record.

Suspension – An employee may be suspended temporarily from a work assignment and required to leave UCAR's premises while an investigation is conducted to determine what disciplinary action, if any, is appropriate. Suspension may be with or without pay.

Termination – Involuntary termination for misconduct or unsatisfactory performance may occur without advance notice at the discretion of UCAR management and with the approval of the President. In such cases the affected employee is informed in writing of the reason(s) for termination.

The Human Resources Department must be consulted prior to taking formal disciplinary action. UCAR's President or the Acting President must approve all involuntary terminations prior to implementation.

Employees are encouraged to consult with Human Resources staff and/or access the Problem Resolution policy and procedures if they believe disciplinary action is unfounded. Human Resources staff can also be consulted for coaching toward successful performance.

Last updated on May 6, 2013 - 1:50pm.
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