ࡱ>  Wbjbj gg ,,,,,@@@8x|@)649((((((($`+.`)],I"II),, p)y y y IF,,(y I(y y V'@' FE' ()0)Q'xv.v.''8v.,(IIy IIIII))III)IIIIv.IIIIIIIII X : EMPLOYEE COUNSELING/DISCIPLINARY FORM Date of Incident:  FORMTEXT      Date of Conference:  FORMTEXT      Department:  FORMTEXT      Employee Name:  FORMTEXT      Employee s Workday ID:  FORMTEXT      Supervisor Name:  FORMTEXT      Supervisor Workday ID:  FORMTEXT       Type of Notice: (All types of notices must be reviewed and approved by the Department of Human Resources prior to meeting with the employee.) Counseling:  FORMCHECKBOX  Written Warning:  FORMCHECKBOX  Suspension:  FORMCHECKBOX  Termination:  FORMCHECKBOX  Reason for Action:  FORMCHECKBOX  Personal Conduct/Disciplinary  FORMCHECKBOX  Job Performance*Description of Incident:  FORMTEXT       Reason of Unacceptability (Cite policy or refer to job expectations):  FORMTEXT       Plan(s) of Action:  FORMTEXT       Timeframe:  FORMTEXT      Consequences:  FORMTEXT       Follow-up Meetings:  FORMTEXT       Employee Comments (use separate page if needed):  Employee Signature:Date:Supervisor Signature:Date:UALRHR.MC.07.2026 Instructions Purpose The purpose of a disciplinary policy and procedures is to set and maintain standards of conduct within the university, and in doing so, ensure that all employees are treated fairly and consistently. It is designed to help and encourage all employees to achieve and maintain satisfactory standards of conduct. This form is to be used as a tool to address and document recent unacceptable conduct, poor attendance, and other violations of the universitys policies or procedures. Or, to counsel employees on poor work performance. Use of this tool should be seen as an opportunity to coach employees to acceptable behavior or job performance and prevent reoccurrences. Supervisors are to address and communicate problems related to employees conduct or job performance in a clear and concise manner, and to communicate possible consequences if the problems continue to occur. Reason for Action Job performance and incidents related to conduct should be kept separate. Incidents involving both conduct and job performance infractions will require two separate forms. *Job performance issues continuing after a counseling notice may require issuance of a Performance Improvement Plan (PIP). Supervisors should contact the Department of Human Resources prior to issuing a PIP. Completing the Form Check the appropriate box and complete the rest of the form. Supervisors must contact HR for approval prior to meeting with the employee for all types of notices. 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The employee should be informed that their signature does not imply agreement only that the session has been conducted. If the employee refuses to sign, the supervisor should write, Employee refused to sign, on the employees signature line.The employee is given a copy, the supervisor retains a copy and the original is submitted to HR with supporting documentation. Signed copies of Counseling notices are not required to be submitted to the Department of Human Resources unless used as supporting documentation for other types of notices. 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