University of California, Riverside

Human Resources

Policy 62: Corrective Action

October 2014

    1. Personnel Policy 62 - Corrective Action
    1. Supervisors and managers who believe that corrective action is appropriate should read the above-referenced PPSM 62 and consult with Employee & Labor Relations before taking such actions.
    2. Types of behavior that may result in corrective action include, but are not limited to, failure to meet acceptable work performance standards; unexcused absenteeism or tardiness; insubordination; unethical behavior; violation of federal or state law; theft or misappropriation of University property; fighting on the job; discrimination, harassment, exploitation or intimidation, including sexual; acts endangering employees, students, visitors, or other University constituents; or any other serious violation of University policies.
    3. Four types of corrective action can be taken: Written warning; corrective salary decrease; suspension; and demotion. (Verbal counseling and counseling memos are not corrective action.)
    4. Supervisors and managers will provide the employee with a written notice of intent to take corrective action for all corrective actions more serious than a written warning. The notice of intent must state that the employee has ten (10) calendar days from the date of the notice to respond, orally or in writing, to the notice of intent.
    5. The notice of intent to take corrective action should be accompanied by a Proof of Service form.  
    6. Records of corrective action will be maintained by the department in the employee's personnel file. Records of corrective action shall be removed from the employee's personnel file after five (5) years if there have been no other disciplinary actions of the same or similar kind. The record of corrective action should be deleted or destroyed after the retention period has lapsed. Records of corrective actions taken in response to complaints filed by a member of the public against employees in police job titles shall be retained for at least five (5) years and be filed as required by California Penal Code Section 832.5. Materials which should have been removed for the reasons described in this section cannot be used or relied upon to take or support disciplinary action.
    7. A copy of any form of corrective action should be sent to Employee and Labor Relations.

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