Positive Discipline

Although the University is an at-will employer and may terminate the employment relationship at any time and for any reason, our employment policy, as stated in the Staff Handbook, is “designed to give each employee a full opportunity for ... success”.

To this end, the University uses a positive discipline process to address job-related behavior that does not meet expected and communicated performance standards. The goal is to improve performance by assisting the employee to understand that a performance problem or opportunity for improvement exists.

Positive discipline is most successful when it assists an individual to become an effectively performing member of the University. Failing that, positive discipline enables the organization to fairly, and with substantial documentation, terminate the employment of employees who are unable and unwilling to improve.

The University's positive discipline system includes the following components:

While positive discipline appears to be "progressive", managers should not interpret this guidance to require that each and every situation must follow the same progression. Some circumstances may require more severe discipline, up to and including discharge, while a progressive approach is appropriate for other situations.

Managers are encouraged to consult with Human Resources, Employee Relations when considering disciplining an employee or when preparing to meet with the employee to communicate a discipline decision.

Before you act, evaluate the record

The following may not apply in every situation, but it is appropriate for a manager to objectively evaluate the employee record by asking these or similar questions.

Has critical information been reduced to writing and placed into the employee’s file?
Is the employee’s misconduct or performance problems clearly described in a specific, factual manner?
Was the employee clearly informed of required standards of behavior and performance?
Does the record progress from mild, early warnings to more serious, comprehensive documents?
Was the employee given reasonable assistance and direction by management?
Has the employee had reasonable time and a fair opportunity to improve? Generally, 30 to 90 days, depending on the situation.
Is the performance or conduct sufficiently persistent and serious to warrant the proposed disciplinary action?
Have procedural requirements been met?
Has the employee been given fair warning of the consequences of his continued conduct or performance?
Is the planned discipline consistent with that taken in similar situations within the Department? Within the campus? Within the University? Are there any extenuating circumstances that would warrant a different response?

Resources:

OU Employee Relations, 405-325-5594, NEL 250

OUHSC Employee Relations, 405-271-2191, SCB 105

OU Tulsa Employee Relations, 918-660-3193, SAC 1C100

University of Oklahoma Staff Handbook