7.3 Progressive Discipline

Disciplinary guidelines have been established by the University of South Alabama so that employees will be accorded a process of progressive discipline. Progressive discipline should be viewed as a constructive means for improving employee performance. Progressive discipline allows a supervisor to clearly explain areas of unsatisfactory job performance to employees, to outline action steps for improvement and to establish a timetable for follow-up to review progress. However, progressive disciplinary action becomes more serious with each occurrence.

The supervisor has the authority to determine an appropriate corrective measure through disciplinary action for any violation of conduct. If an employee fails to observe the accepted norm of behavior or job performance, the supervisor may take appropriate disciplinary action, which can include either a verbal or written warning. Failure by the employee to improve areas of concern or behaviors as outlined in counseling sessions(s) may result in additional, more serious disciplinary actions, such as suspension and/or termination. Human Resources must be consulted as part of the procedure for progressive discipline.

Written warnings will be made a part of the employee’s personnel file. Oral and written warnings may not be appealed. A layoff is not a disciplinary action and is not subject to appeal.