- MSUE promotes a policy of progressive or corrective
discipline, i.e., discipline shall gradually increase depending upon
the severity and/or frequency of the infractions.
- Normally, disciplinary action begins with a verbal
warning for the first offense and culminates with discharge only after
repeated attempts to correct the employee’s behavior have failed.
- Serious infractions may warrant the immediate imposition
of a written reprimand, suspension or discharge, as appropriate.
- The supervisor will determine the action appropriate to
the infraction up to and including termination, considering the
severity of the offense, mitigating circumstances, previous
infractions, etc. in consultation with the County Extension
Director/Regional Extension Director/ANR Human Resources Office.
- Assistance in dealing with discipline situations may be
received through the ANR Human Resources Office.
- Approval for suspension or discharge must be obtained
from the ANR Human Resources Office in advance.
- An employee may have a co-worker present at a meeting to
discuss matters that could result in discipline. Therefore, the
following provisions must be applied:
- A supervisor must give an employee the option
to have a co-worker present during any interview, meeting or discussion
regarding a work rule infraction if there is a chance that it could
lead to disciplinary action against the employee. The supervisor
must inform the employee of this option when arranging the
meeting. Words to the effect of "You may have a co-worker
present" are sufficient. A co-worker need not be present if the
supervisor simply counsels the employee about the necessity to change
behavior.
- If the supervisor does not believe that discipline will
result and the employee requests a co-worker to be present, it is best
to grant the request. If, in the midst of the discussion, it appears
that discipline might result, the interview should be stopped and the
employee informed of his/her right to a co-worker being present.
- If the employee declines his/her option to have a
co-worker present, the employee should put this in writing. The
statement should be signed and dated with the time of the signature
noted.
- The purpose of the co-worker's presence is to support
and assist the employee, not to serve as a negotiator on behalf of the
employee or to interfere in any way with the meeting. It is the
supervisor's prerogative not to have the co-worker participate in the
dialogue at all.
- The employee must be given up to 24 hours prior to the
meeting to make arrangements for a co-worker to be present.
- An employee does not have the option of having a
non-employee (i.e., family member, friend, attorney) present at the
meeting instead of a co-worker, except by permission of the supervisor.
- The co-worker is typically from the same office
location as the employee.
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