Discipline and Dismissal
The decision to discipline or dismiss an employee from the University is one that should not be made in haste and should always be made in consultation with the Employee Relations staff of the Office of Human Resources.
Every disciplinary situation is unique and has serious implications both for the employee and the University in terms of how the disciplinary action is administered. Some basic guidelines follow.
- Supervisors and managers should adopt a progressive approach to discipline. What that means is that the disciplinary action taken generally starts at the lowest appropriate level. If an offenses is not so serious such that it warrants immediate termination, a supervisor might begin by counseling the employee, then moving to an oral warning and next to a written warning. Employee Relations staff can assist supervisors in determining the first step and in the preparation of appropriate corrective actions to address the issue.
- For more serious issues or ones in which the above described actions have been unsuccessful in improving employee performance or changing behavior, supervisors may need to use suspension, demotion or dismissal. None of these three actions may be taken without first consulting with Human Resources.
- The decision to use suspension, demotion or dismissal must never be taken lightly and must be carefully investigated before proceeding. These three actions require a two step process that must be followed. For specifics on the required process supervisors and managers must follow when considering action against Classified staff, please consult the University’s Discipline and Dismissal policy , section III, paragraphs C through E (see link in related information box on the right).
- In accordance with University policy, employees may grieve or appeal (depending on the action taken) disciplinary actions. When disciplinary actions are necessary, employees should be advised of their rights under the Grievance (D8-140) and Discipline and Dismissal (D8-100) Policies .
- Employees who are in their probation period at UT Dallas fall under a different policy. The policy governing Probationary Employee Discipline and Dismissal (D8-150) stipulates that classified employees who have not served their 180 day probation period can be dismissed during this period. In addition to completing the required new employee evaluations during the first, third and before the end of the classified employee's sixth month, the employees should have a clear understanding of the supervisor's expectations, the supervisor has communicated these expectations to the employee, the supervisor has provided feedback to employee on necessary corrective actions that must be made in order to be successful in their job, and the supervisor has maintained appopirate documentation during the employee's probationary period. In other words, supervisors and managers should be thoughtful and proactive and will always consult first with Human Resources before taking any disciplinary actions against an employee in the probation period.
It is the policy of The University of Texas at Dallas to encourage fair, efficient and equitable solutions for problems arising out of the employment relationship and to meet the requirements of state and federal law. The above guidelines and cited policies reflect the efforts of Human Resources to ensure that such actions take place. All Classified and Administrative and Professional staff are at-will employees who serve without tenure. No provision of any UT Dallas policy shall confer rights to employees that are contrary to the employment-at-will doctrine.
Click on the above link to view a list of Employee Relations staff that can assist you.
UT Dallas is an Equal Opportunity/Affirmative Action University
Last Updated: January 30, 2014