If the misconduct still continues, or if the first instance of misconduct is serious in nature, contact Employee & Labor Relations for consultation on the appropriate course of action. Following the concept of Progressive Discipline, Employee & Labor Relations will advise you to take the lowest level of corrective/disciplinary action that will be likely to correct the problem. In determining the level of action to take, you will look at the following factors:

• The seriousness of the offense and the relationship to the employee’s duties
• The employee’s position and level of responsibility (i.e., supervisory/public trust)
• The employee’s past disciplinary record
• The employee’s past work record and years of service
• The effect of the offense on the supervisor’s confidence in the employee
• The consistency of the penalty with that imposed on other employees
• The clarity with which the employee was placed on notice
• The potential for rehabilitation
• Any mitigating circumstances (provocation by others, etc.)