If the misconduct still continues, or if the first instance of misconduct is serious in nature, contact Employee & Labor Relations for consultation on the appropriate course of action. Following the concept of Progressive Discipline, Employee & Labor Relations will advise you to take the lowest level of corrective/disciplinary action that will be likely to correct the problem. In determining the level of action to take, you will look at the following factors:
- The seriousness of the offense and the relationship to the employee’s duties
- The employee’s position and level of responsibility (i.e., supervisory/public trust)
- The employee’s past disciplinary record
- The employee’s past work record and years of service
- The effect of the offense on the supervisor’s confidence in the employee
- The consistency of the penalty with that imposed on other employees
- The clarity with which the employee was placed on notice
- The potential for rehabilitation
- Any mitigating circumstances (provocation by others, etc.)