Progressive Discipline FAQs
OHR Home Page   jobs.sc.gov   Hot Topics Career Opportunities Employee Services Employer Services Training & Development Statistical Info How to Contact Us OHR Webmail Other Agencies State Employees Weather Alert Workforce Planning Sam Wilkins, Director 1201 Main Street Suite 800 Columbia, SC 29201 Phone: (803) 737-0900		SC Code of Laws § 8-11-110 and § 8-11-230 (6) SC Code of Laws §§ 44-107-10 through 44-107-90 State HR Regulations Section 19-717 and Section 19-710.04 B. 5. Progressive Discipline Model Policy, January 30, 1996  General Information Q: What should precede any disciplinary action? A: Whenever possible, coaching and counseling should precede any disciplinary action. Q: What types of disciplinary actions are typically included in an agency's progressive discipline policy? A: The types of disciplinary actions typically included in an agency's progressive discipline policy are oral reprimand, written reprimand, suspension, and termination. An agency may also use reassignments, reclassifications, unclassified State title changes, and demotions as types of disciplinary actions. Q: Does an agency’s progressive discipline policy apply to probationary employees? A: Because probationary employees do not have grievance rights, agencies should not apply their progressive discipline policy with probationary employees. Q: When documenting a disciplinary action for an employee, what elements should be included in the written documentation? A: With progressive discipline, the documentation a disciplinary action should generally include the following items: Facts; define the problem based on facts, including any past disciplinary problems; Objectives - define what must be done to correct the problem or what the desired behavior is; Solutions - indicate the resources that will be provided to help the employee achieve the desired behavior; Actions - state the consequences of not correcting the behavior and the time limit within which the problem is to be corrected. This statement, usually in the form of a letter, should also include the effective date of the action. Q: Should an agency document oral reprimands? A: Oral reprimands should be documented, and the documentation should be signed by both the employee and the supervisor. Q: Should disciplinary actions be documented in an employee’s personnel file? A: An agency should generally include documentation of disciplinary actions in an employee’s personnel file. Q: What happens if an employee refuses to sign documentation of a disciplinary action? A: If the employee refuses to sign, a notation of this should be made on the documentation. If possible, a witness should sign to acknowledge that the employee refused to sign the documentation. Q: What are the issues that an employer should consider before disciplining an employee with an alcohol abuse problem? A: Before taking disciplinary action, agencies should refer to their progressive discipline policy, the Act on Alcoholism, and the American with Disabilities Act. Refer to SC Code of Laws § 8-11-110 and § 44-107-10 through 90 (Drug Free Workplace Act), the State HR Regulations Section 19-710.04, B. 5.and the Omnibus Transportation Employee Testing Act of 1991 (for employees with a commercial driver's license). Progressive Discipline Policy Approval and Review Q: Who must approve an agency’s progressive discipline policy? A: The Office of Human Resources must approve an agency’s progressive discipline policy. Q: When does an approved progressive discipline policy become effective? A: The approved policy does not become effective until employees receive actual notice of any revisions to the policy, including a date for implementation.

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