Letter of Reprimand
The letter of reprimand process is used to formally address and document performance concerns and corresponding expectations for classified staff and university staff; typically initiated if standard coaching is not working. The employee's supervisor must initiate requests for letters of reprimand to the College of Arts and Sciences Appointing Authority, by providing a written justification including documented performance issues and expectations addressed to date. Performance concerns raised in the letter of reprimand should be tied to the employee’s performance planning and evaluation document.
The appointing authority will review the justification in conjunction with Campus Human Resources, and provide the supervisor with next steps. If approved, a letter of reprimand will be created, signed, issued and included in the employee’s personnel file.
Progressive Discipline
In alignment with Colorado State Personnel Board Rules 6-11 and 6-12, the College of Arts and Sciences Appointing Authority works in conjunction with Campus Human Resources to administer the progressive discipline process for classified staff.
Corrective Action
The corrective action process is used to correct and improve performance or behavior and does not affect current base pay, status, or tenure for classified staff. Corrective action is the first official step in progressive discipline.
The employee's supervisor must initiate requests for corrective action to the College of Arts and Sciences Appointing Authority, by providing a written justification including documented performance issues and expectations addressed to date. Performance concerns raised in the corrective action should be tied to the employee's performance planning and evaluation document.
The appointing authority will review the justification, collaborate with the Office of Human Resources, and provide the supervisor with next steps. If approved, a corrective action letter will be processed, issued, and included in the employee’s personnel file.
Disciplinary Action
The disciplinary action process is used to correct and improve performance or behavior and does affect current base pay, status, or tenure for classified staff.
The employee's supervisor must initiate requests for disciplinary action to the College of Arts and Sciences Appointing Authority, by providing a written justification including documented performance issues and expectations addressed to date. Performance concerns raised in the disciplinary action should be tied to the employee's performance planning and evaluation document.
The appointing authority will review the justification, collaborate with the Office of Human Resources, and provide the supervisor with next steps. If approved to proceed, the College of Arts and Sciences Appointing Authority will process and issue a letter of allegations to the employee, which is formally called a Board Rule 6-10 Notice. This notice will lay out allegations brought forth by the supervisor and will notify the employee of a scheduled meeting date and time with the College of Arts and Sciences Appointing Authority, which also includes instructions for the employee to provide a response to the allegations.
Once the meeting is conducted, the College of Arts and Sciences Appointing Authority will make a decision regarding appropriate action (which may include no action) and will ussie a formal Decision Notice, which will be included in the employee's personnel file. Disciplinary actions may include, but are not limited to, the following: an adjustment of base pay to a lower rate in the pay grade; base pay below the grade minimum for a specified period not to exceed 12 months; prohibitions of promotions or transfers for a specified period of time; demotion; dismissal; and suspension without pay, subject to FLSA provisions.
Process
For detailed process information, please contact Shelly Hammonds at Shelly.Hammonds@colorado.edu.