Loyola University Chicago

Human Resources

Progressive Discipline

Employee misconduct and/or performance issues may be addressed through progressive discipline, at the discretion of Loyola University Chicago (Loyola). Loyola may opt to proceed directly to termination or skip steps in the below process, in its sole discretion, based on the circumstances.

Progressive discipline may consist of a verbal warning, written warning and/or performance improvement plan, suspension with or without pay, and/or termination. Supervisors should consult with the Human Resources Division (“Human Resources”) before taking disciplinary action. In the case of serious misconduct, departments may remove an employee from the workplace pending investigation of the incident in question. In addition, the below steps may be taken in any order and steps may be skipped in this process.

Verbal Warning
A supervisor may initially hold a meeting with an employee to discuss an issue. The supervisor will outline expectations and steps the employee must take to improve performance or resolve the problem. The conversation will be documented in the employee’s personnel file.

Written Warning and/or Performance Improvement Plan
A supervisor may issue a written warning and/or a performance improvement plan, in consultation with Human Resources. The written warning may explain some of the following and will be placed in the employee’s personnel file:

  • Incident Type;
  • Facts of the incident;
  • Impact of the violation;
  • Expectation of immediate behavior change; and/or
  • Consequence should the issue not be corrected.

Suspension With or Without Pay
In some cases, Loyola may opt to suspend an employee, with or without pay, in Loyola’s discretion, and depending upon the circumstances.   

In some instances, progressive discipline may fail to result in sufficient improvement. In other instances, Loyola may opt to proceed directly to termination. If the decision is made to terminate, a Human Resources and Campus Safety Department representative may be included in the termination meeting with the employee. At this meeting, a termination document will be presented to the employee. The terminated employee should go through the check-out procedure at Human Resources.  

The implementation of disciplinary procedures should not be construed as preventing, limiting, or delaying Loyola from taking any appropriate disciplinary action, including discharge, in circumstances where Loyola deems such action appropriate. Loyola retains the right to terminate an employee at any time, with or without cause or notice. Loyola may, in its discretion, skip one or more steps of progressive discipline and proceed immediately to discharge of the employee. 

Promotion and Transfer
Employees who are considered for promotion/transfer must be in good standing. Any staff member with an active written warning on file should not be considered for promotion/transfer for six months from the date of discipline; those with a suspension on file should not be considered for one year. Any exceptions will need to be reviewed and approved by Human Resources and the employee’s Department Head.

 Revised: 10/6/23, 2/23/24