Supervisors and managers are charged with the responsibility of organizing, directing and controlling the work of their employees. One of the most difficult tasks for any supervisor is to administer discipline. An employee may be disciplined for a job performance that is consistently below department standards, infractions of policies or procedures, or misconduct.
Effective feedback that addresses behavior and performance issues should be clear, consistent, and documented. To accomplish this, have a plan ready that can address infractions. Set your team members for success before any discipline issues arise by establishing practices to ensure your direct reports are aware of the performance expectations of their job, and by providing feedback on a regular basis. Use the Performance Improvement Plan (.doc) forms to guide conversations about concerns, and document of your efforts to address infractions and performance issues. This documentation can assist you and the Human Resources department if you need to pursue formal processes.
The primary purpose of pursuing the formal counseling and discipline process is to correct an employee’s behavior. This process follows HR1000 - Counseling and Discipline policies. The focus of this process is on correction and promoting effective operations, not to serve as punishment for wrongdoing.
UIC HR Labor and Employee Relations is responsible for coordinating the disciplinary process, and its officers may act as an “ombudsman” in resolving differences between an employee, supervisor, and, in some circumstances, a union steward. Labor contracts negotiated by UIC may contain stipulations and requirements to UIC policies and rules.
Supervisors and managers are responsible for initiating the employee disciplinary process in accordance with University procedures. The purpose of this UIC 101 module is to provide information about UIC’s system of corrective and progressive discipline, including documentation and formal discipline steps.