Supervisor-Skills-Reference-Guide

as a "heads up" about what is coming if changes are not
made.
5. Ask yourself: "If I am skipping or repeating a step,
have I properly documented my reasons for doing
so?" (e.g., severity of the misconduct, already
used prior step.)
6. Ask yourself: "Did I protect the employee's right to
due process?"
When taking action involving the loss of job
or money, employees have a right to:
Notice in writing of discipline to be
taken prior to action, including the
proposed outcome
Explanation and understanding of
charges
Explanation and understanding of
the process
Explanation of the evidence (the
actual evidence or a copy of the
report/supporting documents)
Opportunity to meet with the
appointing authority or his/her
designee prior to action taken
Right to union representation
During steps 1-6, remember that the employee has a
right to confidentiality; so err on the side of too much
confidentiality.
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