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Last Revised: August 2005

The necessity for good cause and adequate documentation in initiating discharge or disciplinary measures against a permanent employee cannot be overemphasized. It is the University's policy to treat employees fairly. Many suspensions and discharges are followed by an appeal by the employee, with the subsequent hearing conducted in a trial-like manner. For that reason, the lack of sufficient evidence, specifically in the form of verifiable written records or testimony of witnesses, can result in suspended, demoted, or discharged employees being returned to their job (usually with back pay).

All disciplinary actions should include, where appropriate, any history of counseling to indicate measures taken to correct and improve the classified employee's behavior or job performance. For the more serious actions such as suspension, demotion, and dismissal, the written charges should document the reasons for the disciplinary action and include specific details regarding the offense (i.e., times, dates, places, names, etc.), the specific causes for disciplinary action, and the disciplinary measures to be taken.

Some indication of future consequences of continued unacceptable performance or behavior should be listed with a timetable for correction. The classified employee should also be advised of his appeal rights under the ÁùºÏ±¦µä Administrative Code grievance procedures and should sign the original statement of charges and receive a copy thereof. Copies of the charges and disciplinary action must be sent immediately to BCN Human Resources.