EmployEE Handbook - Marymount University

Progressive Discipline
All employees are expected to comply with Marymount’s Standards of Behavior and
meet job performance expectations. Any non-compliance with these standards or
expectations will be addressed by the supervisor and/or the appropriate vice president in
consultation with the Executive Director, Human Resource Services.
Any department head wishing to discharge an employee during his/her introductory
period will communicate this to the Office of Human Resource Services at least one week
prior to the end of the employee’s introductory period. The Office of Human Resource
Services will advise the supervisor about the process for effecting such discharge.
Any employee discharged during his/her introductory period will not be entitled to the
exercise of the grievance procedures. The University practices a policy of progressive
discipline through which it attempts to provide staff employees with notice of deficiencies
and an opportunity to improve. Marymount does, however, retain the right to impose
discipline at its discretion, up to and including termination, depending upon the severity
of the conduct.
The normal application of progressive discipline, implemented only after consultation
with the appropriate vice president and the Office of Human Resource Services, follows
these steps:
1. Verbal warning or counseling: The supervisor arranges a meeting with the
employee for counseling or for a verbal warning to inform the employee of the
standards of behavior or performance that are not being met. This meeting is to be
documented by a memorandum to the employee’s departmental file, with a copy
sent to the Office of Human Resource Services.
2. Written warning: If there is a second occurrence or offense, another meeting is
held with the employee. The supervisor may issue a second verbal warning or,
if appropriate, issue a written reprimand or warning including notice that future
incidents may result in more serious disciplinary action, up to and including
termination. A copy of the written warning and/or other documentation related to
the meeting is to be filed with the Office of Human Resource Services.
3. Suspension without pay: If there are additional occurrences or violations, the
supervisor may recommend that the employee be suspended without pay for
a specific period of time, depending upon the severity of the conduct. Such a
recommendation is to be developed in conjunction with the Office of Human
Resource Services and must be approved by the appropriate vice president.
4. Termination of employment: Depending upon the severity of the conduct
or continued non-compliance of the Standards of Behavior or performance
expectations, the supervisor may recommend to the Office of Human Resource
Services and the appropriate vice president that the individual’s employment be
terminated.
Managers have an option to place an employee on a Performance Improvement Plan
(PIP) at any time during the progressive discipline process, but the PIP is best utilized
early in the process. A PIP is document that specifically details the Standards of Conduct
or performance expectations that are not being met and the specific changes required
of the employee. The PIP will have specific milestone dates for behavioral changes and
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