Disciplinary Actions

n Selecting Appropriate Action
n Oral Admonishment
n Reprimand
n Suspension
n Reduction in Grade and/or Pay (Demotion)
n Removal

Maintaining discipline usually is not a problem within a work environment where reasonable rules and standards of conduct and performance are clearly communicated and consistently and equitably enforced. There are situations of misconduct or delinquency, however, where there is no alternative but to penalize. In these instances, management's options, in order of least severe to most severe, include:

Oral admonishments
Reprimands
Suspensions
Reductions in grade and/or pay (in some cases)
Removals

Some disciplinary actions are also adverse actions - suspensions of more than 14 days, reductions in grade and/or pay, and removals.

Constructive discipline is preventive in nature, taken only when necessary, and then, as promptly as practical. Its objectives are to develop, correct, and rehabilitate employees and encourage their acceptance of appropriate responsibility and standards of conduct. Penalties should not be disproportionate to offenses and should be applied as consistently as possible, considering the particular circumstances of the cause(s) for disciplinary action.

REF:

n	5 CFR Chapter 752

n	Personnel Handbook: Charges and Penalty Selection for Disciplinary and Adverse Actions

Burden of Proof. Management must be prepared to support the following by a preponderance of the evidence:

The reason(s) for the action taken and that the alleged misconduct actually occurred.
That disciplinary or adverse action logically can be expected to promote the efficiency of the service.

General Management EEO Classification Labor Relations Employee Relations Staffing Employee Development Electronic Forms Sample Letters Related Sites Email Help

Revised: 11/18/98
DOI University
National Business Center
U.S. Department of the Interior