HTML Preview Unprofessional Behavior Warning Letter page number 1.
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DISCIPLINARY/PROFESSIONAL CONDUCT
PURPOSE
To provide guidelines for employees with respect to general rules of conduct and performance expectations and to
provide supervisors with procedures for applying corrective action in instances of unacceptable conduct
or unsatisfactory performance. This policy does not alter the "employment-at-will" relationship or provide any
contractual obligation to follow the steps outlined.
POLICY
Employees are expected to maintain standards of professional conduct and performance as required by the employing
department and the University. This policy is intended to serve as a guide for addressing unacceptable conduct and
unsatisfactory performance problems of employees who have completed their probationary period (see
Probationary
Period Policy B055).
Corrective action, as described below, should be used as appropriate when instances of unacceptable conduct or
unsatisfactory performance occur. Unacceptable conduct including, but not limited to, manifest neglect of duty,
fraudulent or egregious acts, moral turpitude, demonstrated incompetence, or personal conduct which adversely affects
the work environment and/or the employee’s ability to perform University responsibilities may be grounds for
immediate termination of employment. Termination due to unacceptable conduct will prohibit reemployment with the
University. A list of general infractions is attached; however, should not be considered all-inclusive.
RESPONSIBILITY FOR DISCIPLINE
Supervisors are expected to implement disciplinary action when appropriate. With the exception of oral
counseling/warning, disciplinary actions should be reviewed by the Human Resources office (HR) prior to the
implementation of disciplinary actions.
In situations where unacceptable conduct or unsatisfactory performance has occurred and an HR representative is
unavailable, the supervisor may suspend the employee and then notify HR as quickly as possible. HR is responsible for
ensuring that disciplinary actions are handled consistent with University policies and applicable law.
PROGRESSIVE DISCIPLINE
Procedure: Violation of University policy, procedure, standard, or work rules will subject an employee to disciplinary
action up to and including termination. The level of disciplinary action taken will be determined by management based
upon the severity and/or repetition of the violation and the applicable circumstances. All terminations must be
approved in advance by the Associate Vice President for HR (Medical) or the Director of HR (Coral Gables/RSMAS).
FORMS OF DISCIPLINE
Oral Counseling/Warning is used to focus attention on the problem that must be corrected. The supervisor should
review the incident with the employee, and may state what action will be taken if another problem occurs or if the
unsatisfactory and/or unprofessional behavior continues. The supervisor providing the oral counseling/warning should
keep a record of the date, time, and place of the meeting, the details of the events(s) necessitating the meeting, the
nature of the oral counseling/warning, and the employee’s response.