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Disciplinary Processes

For information on disciplinary procedures for EPA Non-Faculty employees, contact EPA Non-Faculty Human Resources.

SPA Probationary Period

New SPA permanent employees and those returning to State service are required to complete 12-month probationary period (or 24-month probationary period for certain law-enforcement positions). Go to 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. A staff member of Employee & Management Relations must review the probationary separation letter prior to it being issued to an employee.

Once employees have completed their probationary periods, they are covered by the disciplinary procedures found in the SPA Disciplinary Action & Related Separations Policy.

SPA Disciplinary Action & Related Separations Policy

Disciplinary processes for SPA permanent employees are meant to be corrective. Supervisors are strongly encouraged to contact Employee & Management 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 work week), Demotion (of rank and/or pay), and Dismissal.
  • For conduct incidents or for grossly inefficient job performance, an employee could be dismissed on a first offence depending upon the severity of the event.
  • Discipline for unsatisfactory job performance is successive and requires at least three disciplinary incidents: the first incident must result in a written warning, the second incident may result in a written warning, suspension or demotion, and the third incident may result in dismissal from employment.
  • Before any SPA 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 & Management Relations must be present at the Pre-Disciplinary Conference.
  • A staff member of Employee & Management Relations must review and approve all disciplinary and related letters prior to them being issued to employees.
  • Go to Policy.

Temporary and probationary 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 expected to consult with Employee & Management Relations in the Office of Human Resources 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 & Management Relations to discuss ways of resolving workplace issues.

Disciplinary Action Letters

Please consult the disciplinary-action letter templates for assistance with this portion of the process. Employee & Management Relations must review and approve all disciplinary letters and related notices before they can be issued. For additional help, contact the Employee & Management Relations Consultant in the Office of Human Resources assigned to work with your department.