Manager Toolkit

Corrective and disciplinary actions must be founded on the principles of due process and will employ a range of actions that are applied based on the nature and history of the misconduct or unacceptable performance. The ultimate goal of corrective or disciplinary action as applied through the Standards of Conduct policy and its procedures is to help employees contribute fully to the University’s mission and goals.

The resources listed below will help managers with their role in maintaining a fair and equitable work environment at UVA.

Corrective and Disciplinary Actions

Corrective actions, whether informal or formal, must depend on the

  • nature, consequence(s), or potential consequence(s) of the employee’s conduct or performance
  • surrounding circumstances and mitigating factors, if any

The process starts with counseling, either informal (verbal) or formal (written). If the initial corrective action is unsuccessful or the nature of the conduct warrants immediate action, disciplinary action will be communicated via the Written Notice document listing the Group offense type (1, 2, or 3).

When considering disciplinary actions, focus on the job duties and employee’s ability to perform satisfactorily. Critical factors include reviews of previous counseling with the individual, actions for similar cases, similarly situated employees, and mitigating circumstances.

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