D.C. Mun. Regs. tit. 8, r. 8-B1505
As an employer, the University, through its managerial staff, has an obligation to create a fair, supportive, and transparent work environment that prevents the need for disciplinary action. However, when an employee engage s in misconduct or fails to meet performance standards, steps will be taken to gather the relevant facts, correctly identify the problem(s), and then determine whether further action is warranted.
As a first step on the continuum of progressive discipline, management will attempt to correct misconduct and performance deficiencies.
When counseling (admonishing or warning) the employee is deemed appropriate to the circumstances, the supervisor or manager must:
The supervisor will follow-up the verbal counseling (admonishment or warning) with a Memorandum of Counseling to the employee. The memorandum will establish the date, time, and content of the verbal counsel and will include the information required by § 1505.3. Supervisors will retain a copy of the correspondence for a period of no less than two years, but the Memorandum of Counseling will not be made a part of the Official Personnel File.
While verbal counseling is a means of addressing performance and conduct deficiencies as a first step within the Progressive Disciplinary Model, it is neither a corrective nor an adverse action for purposes of this chapter.
D.C. Mun. Regs. tit. 8, r. 8-B1505