Disciplinary Processes
SHRA Disciplinary Processes, including Probationary Separation
SHRA Probationary Period
New SHRA permanent employees and those returning to State service are required to complete a 12-month probationary period as detailed in the SHRA Appointment Types and Career Status Policy.
SHRA Probationary Employees Policy
During the probationary period, the supervisor determines whether to continue the employee’s appointment and may terminate the employee’s appointment prior to the end of the employee’s probationary period. The employee must receive a written notification of separation. Prior to the separation of a probationary employee, management must consult with Employee Relations for review and approval.
Once employees have completed their probationary periods, they are covered by the disciplinary procedures found in the SHRA Disciplinary Action Policy.
SHRA Disciplinary Action Policy
Disciplinary processes for SHRA permanent employees are meant to be corrective. Supervisors are strongly encouraged to contact Employee Relations at the onset of any employee performance or conduct issues.
There are three categories of cause for disciplinary action: Unsatisfactory Job Performance, Grossly Inefficient Job Performance, and Unacceptable Personal Conduct.
There are four types of disciplinary action: Written Warning, Suspension without Pay (for one or two work weeks), Demotion (of rank and/or pay), and Dismissal.
Before any SHRA permanent employee can be suspended, demoted, or dismissed, the supervisor must hold a “Pre-Disciplinary Conference” with the employee to provide the employee an opportunity to address management’s concerns before it makes the disciplinary decision. A staff member of Employee Relations must be present at the Pre-Disciplinary Conference.
A staff member of Employee Relations must review and approve all disciplinary and related letters prior to them being issued to employees.
Temporary, probationary, and time-limited employees are not covered by this policy and its procedures and can be released from employment as deemed appropriate by management.
The policy pertaining to discipline for SHRA career-status employees can be found in the State Human Resources Manual.
CSS Disciplinary Processes, including Probationary Separation
CSS Probationary Period
New CSS permanent employees and those returning to State service are required to complete a 12-month probationary period.
CSS Probationary Employees Policy
During the probationary period, the supervisor determines whether to continue the employee’s appointment and may terminate the employee’s appointment prior to the end of the employee’s probationary period. The employee must receive a written notification of separation. Prior to the separation of a probationary employee, management must consult with Employee Relations for review and approval.
Once employees have completed their probationary periods, they are covered by the CSS discipline policy found in the CSS Employee Handbook.
CSS Disciplinary Action Policy
Disciplinary processes for CSS permanent employees are meant to be corrective. Supervisors are strongly encouraged to contact Employee Relations at the onset of any employee performance or conduct issues.
There are four categories of cause for disciplinary action: Unacceptable Customer Service, Unsatisfactory Job Performance, Gross Inefficiency, and Unacceptable Personal Conduct.
There are four types of disciplinary action: Written Warning, Suspension without Pay (for one or two work weeks), Demotion (of rank and/or pay), and Dismissal.
Before any CSS permanent employee can be suspended, demoted, or dismissed, the supervisor must hold a “Pre-Disciplinary Conference” with the employee to provide the employee an opportunity to address management’s concerns before it makes the disciplinary decision. A staff member of Employee Relations must be present at the Pre-Disciplinary Conference.
A staff member of Employee Relations must review and approve all disciplinary and related letters prior to them being issued to employees.
Temporary, probationary, and time-limited employees are not covered by this policy and its procedures and can be released from employment as deemed appropriate by management.
Disciplinary Consultations
Management is encouraged to consult with Employee Relations at the onset of any employee performance or conduct deficiencies to discuss both formal and informal methods for revolving such workplace issues. Employees also are encouraged to contact Employee Relations to discuss ways of resolving workplace issues.
DMSS Probationary Separation
DMSS Probationary Period
All new Dental Medicine Support Services (DMSS) employees, including rehires and transfers from SHRA/CSS positions (both internal ECU SHRA/CSS hires, as well as those from other State agencies), will serve a twelve (12) month probationary period.
DMSS Probationary Employees Policy
During the probationary period, the supervisor determines whether to continue the employee’s appointment and may terminate the employee’s appointment prior to the end of the employee’s probationary period. The employee must receive a written notification of separation. Prior to the separation of a probationary employee, management must consult with Employee Relations for review and approval.
EHRA Non-Faculty Disciplinary Processes
For information on disciplinary procedures for EHRA Non-Faculty employees, contact Employee Relations.
EHRA Faculty Disciplinary Processes
For information on disciplinary procedures for EHRA Faculty, contact the Office of Personnel and Financial Administration Office for the Division of Academic Affairs; Spilman 210; 252-328-2587; https://academicaffairs.ecu.edu/personnel/