Disciplinary Action Incident Report - Civil Service Employees

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Disciplinary Action Incident Report - Civil Service Employees

Transcript Of Disciplinary Action Incident Report - Civil Service Employees

Disciplinary Action Incident Report Civil Service Employees
Labor and Employee Relations Southern Illinois University Carbondale
Name of Employee Job Classification Department
State exactly what originally happened; when it happened, who was involved; witnesses; what rule, policy, statute or contract clause is involved.

Action Recommended by the Department Head

In determining the recommendation for disciplinary action, the employees' previous behavioral problems, past performance and length of service will be taken into consideration. (See the next page for guidelines)

(1)

Verbal Warning Only

(3)

Work Day(s) Suspension

(2)

Written Reprimand

(4) Other

(Note: No action is to be taken until a review has been made by Labor and Employee Relations)

Signature of person preparing report

Date

Signature of Department head

Date

Employee Remarks

Signature of Employee (The signature of the employee acknowledges receipt of this form; it does not mean agreement with its content.)

Date

Disposition and Distribution of this Form:

(1) The original must be sent to Labor and Employee Relations as soon as possible in order that any action taken will be timely. it is a verbal warning only, shall be placed in the employee's official record which is maintained in Human Resources. (2) A copy is to be retained by the employee's department. It will serve as documentation of a verbal or written reprimand. (3) A copy is to be given to the employee at the time the form is completed.

Written record of any action taken, unless
LER Use Only D/A Related

Guidelines for Progressive Disciplinary Action Civil Service Employees
Labor and Employee Relations
Southern Illinois University Carbondale

This chart is designed only as a guide and is by no means complete and all encompassing. (It is a description of typical employee infraction of rules or violation of policy, statue or contract clauses). An employee’s work record may be taken into consideration when determining the level/degree of disciplinary action to be imposed. The level of disciplinary action shall increase with the level of severity of behavior engaged in and based on whether the conduct is of a repetitive nature. All employees including probationary employees are to exhibit appropriate work related behavior while on University property and/or time. For probationary employees, Level II or above violations should be considered grounds for dismissal during probationary period. For further clarification and application of discipline measures for unusual specific cases, please contact Labor and Employee Relations.

Level I

Level II

Level III

Level IV

Level V

Tardiness
Failure to adhere to institutional or departmental regulations or policies
Smoking in prohibited areas
Disregard of safety regulations
Careless workmanship resulting in waste or delay
Loafing or wasting time
Creating or contribution to unsanitary conditions
Horseplay or scuffling
Unauthorized soliciting
Excessive socializing
Insolence

Unauthorized or unexcused absence of less than five working days
Leaving work without authority
Misrepresentation of absence
Refusal to perform work assigned
Failure to follow work and time schedules
Unauthorized use of institutional property
Sleeping during work hours
Abusive, threatening or improper language and/or harassment
Insubordination
Unsatisfactory work performance

Any willful or negligent act resulting in damage to property, tools, or equipment
Unauthorized possession and/or use of keys
Falsification of institutional documents or records
Drinking intoxicating beverages in violation of University policies
Unauthorized and unexcused absence of five through nineteen assigned work days
Any act or omission which jeopardizes the health and safety of students, employees or visitors
Sexual harassment by a supervisor

Fighting
Immoral or indecent conduct which violates common decency or morality
Any criminal act that would qualify as a misdemeanor

Any criminal act that would qualify as a felony
Theft
Bribery
Willful physical harming of student, employees or visitors
Unauthorized and unexcused absence of twenty or more assigned work days
Any willful or negligent act or omission resulting in substantial damage or loss to property and/or serious injury to persons

Occurrence FIRST
SECOND
THIRD FOURTH FIFTH

Level I

Sexual harassment of a co-employee
Level II

Example of Degrees of Disciplinary Action

Level III

Level IV

Verbal or written reprimand warning

Written reprimand or 1-5 work day suspension

1-10 work day suspension

15-20 work day suspension

Written reprimand or 1-5 work day suspension

1-10 work day suspension

15-20 work day suspension

Discharge

1-10 work day suspension

15-20 work day suspension

Discharge

15-20 work day suspension

Discharge

Discharge

Level V Discharge
ActionEmployeeEmployee RelationsEmployeesUnexcused Absence