| Georgia Southern University practices a “progressive disciplinary policy”. Failure to comply with University policies or inadequate performance of job duties may result in verbal counseling and/or formal disciplinary action up to and including termination. The University encourages employees to work with their supervisors to resolve problems. |
| Verbal counseling provides the supervisor the opportunity to specify to the employee what he/she is doing wrong and what corrective steps are necessary.
During the meeting, the supervisor will discuss the time frame for correcting the behavior and schedule a follow-up meeting when applicable. Supervisors are encouraged to maintain documentation concerning performance and behavioral counseling sessions.
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When an employee does not respond to verbal counseling or when the infraction is serious, the supervisor will issue either a “Formal” or “Final” written reprimand. The supervisor will meet with the employee to discuss the reprimand and corrective measures the employee needs to take to resolve the issue. Employees have the right to include written comments with the reprimand. Supervisor should seek counsel with representatives of the Human Resource Division relative to administering formal disciplinary actions to include the Suspension, Demotion or Dismissal of an employee.
The supervisor shall issue the Formal or Final written warning under their signature. Copies of the written disciplinary warning shall be provided to the employee and the Human Resource Division for inclusion in the employee’s official personnel file.
Upon correction of behavior or performance, a supervisor may request that the written reprimand is removed from the employee's personnel file and destroyed. |
