Leaders may determine that corrective action is required for situations such as an employee violating a University policy or rule, not meeting performance requirements, being insubordinate, or engaging in conduct affecting the workplace and/or other employees or students.
When taking such an action, the leader must consider the nature and seriousness of the infraction, all relevant facts and information, and any mitigating circumstances. In addition, it is recommended that a leader discuss the proposed corrective action with Human Resources right away to ensure appropriate applicability, documentation, and procedure.
Please reference the policies for additional information about the coaching and corrective action process.
Reviewed 5/14/14 MJ