III.3. Disciplinary Process
Unfortunately there are times when the department chair will have to initiate a disciplinary process to correct an office staff member’s deficient performance. It is important that this process is confidentially protected and based only on patterns of conduct related to the job performance itself. Most difficulties with office staff can be resolved in an informal private conversation with the chair, which can serve as a first notification that a problem exists and needs to be addressed. At this stage, the chair should write a private memo of record that documents the date and content of the conversation and that is placed in a confidential file in the chair’s office. If this first step does not resolve the situation, the next option is to contact the Employee Assistance Program for consultation on additional strategies to remedy the situation, including referring the staff member for counseling. Contact the Director of Employee Relations at HRS for more specific advice.