{"id":10862,"date":"2026-06-25T21:00:28","date_gmt":"2026-06-26T01:00:28","guid":{"rendered":"https:\/\/www.bu.edu\/policies\/?post_type=r_policies_policy&p=10862"},"modified":"2026-07-02T11:05:54","modified_gmt":"2026-07-02T15:05:54","slug":"performance-management-and-corrective-action-policy","status":"publish","type":"r_policies_policy","link":"https:\/\/www.bu.edu\/policies\/performance-management-and-corrective-action-policy\/","title":{"rendered":"Employee Handbook – Section 211 Performance Management and Corrective Action Policy"},"content":{"rendered":"

211 Performance Management and Corrective Action Policy<\/span><\/b>\u00a0<\/span><\/h1>\n

\u202f<\/span>The purpose of this policy is to provide guidance for managing work performance and conduct beyond the annual performance appraisal and annual performance goal-setting process. This policy provides a structured process to improve performance and prevent recurrence of undesirable employee behavior and performance issues where possible. These steps are not intended to apply to every situation. The University\u00a0<\/span>reserves the right to combine or skip steps depending on the facts of each situation and the nature of the offense.\u00a0<\/span>\u00a0<\/span><\/p>\n

211.1\u00a0<\/span> Policy Statement\u202f<\/span>\u00a0<\/span><\/h2>\n

All employees are expected to meet acceptable performance standards of their position\u00a0established\u00a0by their supervisor as well as to conduct themselves in a professional manner that is consistent with\u00a0University\u00a0policies and procedures. When an employee cannot or does not do so, the supervisor is expected to take action that may include performance counseling or corrective action.\u202f In\u00a0determining\u00a0what performance counseling or corrective action is\u00a0appropriate, the seriousness of the infraction or action, the employee\u2019s past record, and the circumstances surrounding the matter will be taken into consideration.\u202f\u202f<\/span>\u00a0<\/span><\/p>\n

In addition, the University is an at-will employer, and this guidance does not\u00a0preclude\u00a0the University from ending the employment relationship without notice at any time.\u202f\u202f<\/span>\u00a0<\/span><\/p>\n

Decisions about whether discipline is necessary and what type of discipline is to be imposed are at the sole discretion of the University. The various forms of discipline are\u00a0generally described\u00a0below:<\/span>\u00a0<\/span><\/p>\n

Verbal warnings are oral notice to an employee that\u00a0performance\u00a0expectations\u00a0are\u00a0not\u00a0being met\u00a0or that\u00a0their\u00a0conduct is inappropriate\u00a0in the workplace. Verbal warning clarifies the standards of acceptable performance or\u00a0conduct\u00a0and may\u00a0identify\u00a0the potential consequences if the problem is not corrected.\u202f<\/span>\u00a0<\/span><\/p>\n

Written warnings\u00a0identify\u00a0the nature of the performance or\u00a0conduct\u00a0concern, what needs to change or improve, and the potential consequences if the problem is not corrected.\u202f<\/span>\u00a0<\/span><\/p>\n

A Performance Improvement Plan (PIP) outlines specific areas of improvement that must be made within a specified\u00a0time period\u00a0and includes various checkpoints for assessment.\u202f<\/span>\u00a0<\/span><\/p>\n

A disciplinary suspension without pay temporarily removes the employee from the workplace and may be imposed during an investigation into or as the result of a serious violation or infraction of a\u00a0University\u00a0rule or policy. Such suspensions without pay will\u00a0generally not\u00a0exceed 60 calendar days.<\/span>\u00a0<\/span><\/p>\n

The University may\u00a0terminate\u00a0an employee at any time.\u00a0\u00a0Supervisors should work in consultation with\u00a0Human\u00a0Resources\u2019 Employee & Labor Relations Office to\u00a0determine\u00a0the best course of action depending on the facts and circumstances.\u00a0\u00a0<\/span>\u00a0<\/span><\/p>\n

211.2\u00a0<\/span> Probationary Period Employees\u202f<\/span>\u00a0<\/span><\/h2>\n

Newly hired employee members, transferred, or promoted employees\u00a0have a 90-calendar day probationary period in their respective new roles.\u00a0\u00a0The probationary period may, at Management\u2019s discretion, be extended beyond\u00a090 days\u00a0in order to\u00a0assess the work of the newly hired, promoted, or\u00a0transferred employee.<\/span>\u00a0<\/span><\/p>\n

211.3\u00a0<\/span> Employee Fitness\u00a0for Duty\u00a0<\/span>\u00a0<\/span><\/h2>\n

If a supervisor has reason to believe that an employee\u2019s physical or mental health is impacting their ability to perform the essential functions of their position, the supervisor should refer the employee member to Occupational Health or the Faculty and Staff Assistance Office in accordance with the University\u2019s Fitness for Duty Policy. In certain limited circumstances, an employee may\u00a0be required\u00a0to\u00a0comply with\u00a0certain requirements as a condition of continued employment. The department\u2019s HR Business Partner must approve such requirements. Managers should refer to the\u00a0<\/span>Fitness for Duty Policy<\/span><\/a>\u00a0and contact their HR Business Partner for\u00a0additional\u00a0information.<\/span>\u00a0<\/span><\/p>\n

An administrative leave temporarily removes the employee from the workplace when there is an objective and reasonable basis to believe that the employee\u2019s continued presence in the workplace during the investigation may pose a direct threat to themselves or others, or the employee is unable to perform an essential function of their position. Administrative leaves\u00a0are with pay\u00a0for 15 calendar days and may be extended on an unpaid basis until the Fitness for Duty or direct threat examination is complete.\u202f<\/span>\u00a0<\/span><\/p>\n","protected":false},"parent":0,"template":"","responsible-office":[195],"policy-category":[2216,12,222],"policy-type":[544],"keyword":[2238,2237],"_links":{"self":[{"href":"https:\/\/www.bu.edu\/policies\/wp-json\/wp\/v2\/policies\/10862"}],"collection":[{"href":"https:\/\/www.bu.edu\/policies\/wp-json\/wp\/v2\/policies"}],"about":[{"href":"https:\/\/www.bu.edu\/policies\/wp-json\/wp\/v2\/types\/r_policies_policy"}],"wp:attachment":[{"href":"https:\/\/www.bu.edu\/policies\/wp-json\/wp\/v2\/media?parent=10862"}],"wp:term":[{"taxonomy":"r_policies_office","embeddable":true,"href":"https:\/\/www.bu.edu\/policies\/wp-json\/wp\/v2\/responsible-office?post=10862"},{"taxonomy":"r_policies_category","embeddable":true,"href":"https:\/\/www.bu.edu\/policies\/wp-json\/wp\/v2\/policy-category?post=10862"},{"taxonomy":"r_policies_type","embeddable":true,"href":"https:\/\/www.bu.edu\/policies\/wp-json\/wp\/v2\/policy-type?post=10862"},{"taxonomy":"r_policies_keyword","embeddable":true,"href":"https:\/\/www.bu.edu\/policies\/wp-json\/wp\/v2\/keyword?post=10862"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}