Disciplinary Processes

New SHRA permanent employees and those returning to State service are required to complete 12-month probationary period.

During the 12-month probationary period, the supervisor determines whether to continue the employee’s appointment. The employee’s appointment may be terminated prior to the end of the employee’s probationary period. The employee must receive a written notification of separation. Employee Relations must review the probationary separation letter prior to it being issued to an employee.

For more information on the SHRA probationary appointment, please review the OSHR Appointment Types and Career Status Policy

Once employees have completed their probationary periods, they are covered by the disciplinary procedures found in the SHRA Disciplinary Action Policy.

SHRA permanent employee disciplinary processes are meant to be corrective. Supervisors are strongly encouraged to contact Employee Relations at the onset of any employee performance or conduct issues.

• There are three categories of cause for disciplinary action: Unsatisfactory Job Performance, Grossly Inefficient Job Performance, and Unacceptable Personal Conduct.
• There are four types of disciplinary action: Written Warning, Suspension without Pay, Demotion (of rank and/or pay), and Dismissal.
• For conduct incidents or for grossly inefficient job performance, an employee could be dismissed on a first offence depending upon the severity of the event.
• Discipline for unsatisfactory job performance is successive and requires at least three disciplinary incidents: the first incident must result in a written warning, the second incident may result in a written warning, suspension or demotion, and the third incident may result in dismissal from employment.
• Before any SHRA permanent employee can be suspended, demoted or dismissed, the supervisor must hold a “Pre-Disciplinary Conference” with the employee to provide the employee an opportunity to address management’s concerns before it makes the disciplinary decision. A staff member of Human Resources must be present at the Pre-Disciplinary Conference.
• Human Resources must review and approve all disciplinary and related letters prior to them being issued to employees.
• Temporary and probationary employees are not covered by this policy and its procedures and can be released from employment as deemed appropriate by management.

The Office of Human Resources expects Management to consult with Employee Relations at the onset of any employee performance or conduct deficiencies to discuss formal and informal resolution methods for such workplace issues. HR also encourages employees to contact Employee Relations to discuss ways of resolving workplace issues.

• Notice to Attend a Pre-Disciplinary Conference (PDC) 
• Written Warning – Grossly Inefficient Job Performance
• Probationary Separation Report

• Disciplinary Action Report
• Disciplinary Decision of Suspension without Pay
• Disciplinary Decision of Demotion
• Disciplinary Decision of Dismissal