“Corrective Action”

Policy Supersedes Effective
#701 4/1/98

General Provisions

Corrective action is intended to improve and/or correct the job performance or conduct of regular status professional employees.

Corrective actions include but are not limited to: written performance warnings; suspensions; demotions; corrective pay decreases; and dismissal. The nature of the performance problem determines what corrective action is administered.

Records of corrective actions dating back more than 2 years shall not provide the bases for more serious corrective actions. With respect to matters of discrimination, sexual harassment and other work place misconduct, however, no such limitation shall apply.

Written Performance Warning

At least 1 written performance warning shall precede any other more serious corrective action, except when:

  • Corrective action is the result of performance or conduct that an employee knows, or reasonably should have known, to be unsatisfactory.
  • Unsatisfactory performance or misconduct warrants immediate dismissal (see “Dismissal”).


The length of a suspension is based on the seriousness of the performance or conduct giving rise to the suspension. Suspensions without pay for exempt employees may be administered only in increments of 1 workweek. However, suspensions without pay in increments of less than 1 workweek may be administered for violations of significant safety policies and procedures relating to prevention of serious danger to the workplace or other employees.

Written Notice

Written notice of corrective action is required, except for:

  • Written performance warnings.
  • Suspensions that precede dismissal due to misconduct.

The written notice will describe the intended corrective action, the reason(s) for the action, and the intended effective date. In addition, a statement will be included that the employee may respond in writing within 8 calendar days from the date the written notice is issued.

After 8 calendar days and consideration of the employee’s response, if any, the employee will be notified in writing of the corrective action to be taken and its effective date. In addition, the employee will be advised of ASUCLA’s Professional Employment Policy #801, “Complaint Resolution”.

Investigation Preceding Corrective Action

Prior to making a determination concerning corrective action, it may be necessary for ASUCLA to conduct a review or investigation into an employee’s actions. In such cases, the employee would be placed on Investigative Leave.

Reasons for Investigative Leave include but are not limited to:

  • Dishonesty, theft, or misappropriation of ASUCLA property/resources.
  • Insubordination; inappropriate conduct.
  • Acts endangering others, including use of verbal/physical violence or force.
  • Other conduct that warrants removing the employee from the work site.

A written confirmation of Investigative Leave is provided within 3 regular business days of the incident leading to the Leave, stating the reason(s) and expected duration of the Leave. In addition, a statement will be included that the employee may respond in writing within 8 calendar days from the commencement of the Leave. At conclusion of the investigation, the employee is informed in writing of the actual duration and pay status of the Leave, and of disciplinary outcomes, if any.

No conclusion or inference is to be drawn from the fact that an employee has been placed on Investigative Leave, nor does being placed on Investigative Leave indicate the outcome of any investigation.

An employee who has been placed on Investigative Leave shall fully cooperate with ASUCLA’s efforts to bring the investigation to closure by:

  • Remaining available during normal working hours to meet with, and/or provide information to, ASUCLA’s investigators and representatives.
  • Keeping ASUCLA informed of how to be contacted while on Investigative Leave.
  • Adhering to ASUCLA’s policies on investigations (see “Investigations” and “Dismissal”).