Staff Guide: Understanding the Disciplinary Path
Taubman College, in accordance with university policy, SPG 201.12, takes a supportive and progressive approach to addressing performance or behavioral concerns. Our goal is to help employees succeed by identifying issues early and providing opportunities for improvement. The following steps outline what you can expect in this process:
Initial Conversation
If your manager or supervisor notices a concern, they will talk with you directly and respectfully. This is a chance to clarify expectations, offer support, and discuss how to move forward. The conversation will be documented and shared with HR.
Verbal Warning
If the concern continues, your manager will give you a verbal warning. This step is intended to formally highlight the issue and set clear goals for improvement, with a specific timeline. The warning and discussion will be documented and shared with HR.
Written Warning
If further issues arise, you may receive a written warning. This document will outline specific concerns, expectations for improvement, available support, and possible consequences if things don’t improve. The written warning will be shared with HR and will be placed in your personnel file.
Further Action
If problems continue to persist after these steps, additional disciplinary actions may follow, up to suspension or termination. These decisions are made carefully and always involve consultation with Central HR.
Please Note
- The process is designed to help you understand expectations and get support if needed.
- HR is available as a resource and will be aware of and involved in each step. You can always reach out to them for clarification, support, or guidance.
Step-by-Step Guide for Managers
Managers play a vital role in addressing workplace issues fairly and effectively. The following step-by-step guide outlines how managers should work with HR to resolve performance or behavior concerns.
Initial Conversation (Coaching)
- Managers should notify HR when a performance/behavior concern arises.
- HR can provide guidance before or after your first conversation.
- Document the issue and share it with HR.
Verbal Warning
- Managers must inform HR before issuing a verbal warning.
- HR can advise on best practices and ensure documentation is appropriate.
- After giving the verbal warning, update HR on any developments or staff responses.
Written Warning
- Written warnings must be reviewed and approved by HR before being issued.
- HR is available to help craft the warning and follow up with recommendations.
- The written warning will be shared with HR to file in the employees personnel file.
Escalation to HR
- For ongoing issues or serious misconduct, formally escalate the issue to HR.
- HR will work in conjunction with central HR to lead the evaluation and resolution process, which will include disciplinary action consistent with SPG. 201.12.
Best Practices for Managers
- Consult HR early and often throughout any performance or conflict issue.
- Documentation is key! Make sure that you are documenting thoroughly and promptly and sharing it with HR.
- HR is your partner in maintaining fairness, compliance, and support.