Employee Discipline

View the Employee Discipline Policy (#1:02:10)

Procedures to support a progressive discipline process have been established for the orderly progress of every organization. JSU’s employee discipline procedures are intended to facilitate productivity and satisfactory working relationships based on trust, self-discipline, and respect for the rights of others. Depending on the gravity of the situation all the steps described below may not be applied, or some or none of the steps described below may be applied. Whenever possible and feasible, JSU will work with an employee through a “progressive disciplinary” process which means that the least severe level of discipline applicable to the situation will be explored before invoking more harsh levels of discipline. The goal of progressive discipline is to retain employees and to improve employees’ performance while at the same time documenting the efforts of the supervisor and the University. The following are approved progressive disciplinary steps:

Verbal Warning. This step should be used for first time, minor policy violations or work performance concerns. In order to resolve minor problems before they become serious issues, a verbal warning should normally be given by supervisors to employees. Verbal warnings are recommended to be given in private by the supervisor. Written documentation reflecting the deficiency, details of the deficiency, the names of witnesses or other persons involved, if any, and the name of the supervisor who gave the notice, should be maintained in the department file.

Written Warning. When a Verbal Warning has been unsuccessful, when the problem is recurring, or for more serious misconduct, a formal Written Warning should be given to the employee. The written document should state the deficiency, the details of the deficiency, and any other pertinent information, including what is expected of the employee in the future.
Suspension Without Pay. For misconduct that is more serious or for a recurring offense, the employee may be suspended without pay for one (1) to three (3) working days. The suspension must be approved by the Vice President of the employee’s division and by the Department of Human Resources prior to its occurrence. The employee should be informed of the intended suspension and provided the reasons thereof.

Termination for Cause. Termination for Cause should only occur after a careful review of the case with the appropriate departmental representative and the Department of Human Resources. Termination may occur immediately. Reasons for termination may include but are not limited to incompetence or inability to perform job duties, work habits, overall attitude, demeanor, repeated violations of policy, rules, and regulations, or for first-time incidents of gross misconduct. Termination of an employee may be recommended by the supervisor, department head, or divisional Vice President. Recommendations for termination must be discussed with the Department of Human Resources; HR will prepare the official termination notification which will be issued to the employee by the appropriate University representative.

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