Alternative Discipline for Unethical Conduct

Historically, human resource offices have used traditional discipline to correct employee misconduct in an effort to maintain high ethical standards. Those "traditional" means are typically translated into actions such as letters of reprimand, suspensions, demotions, and/or removals from the service. The HR community has found that these traditional approaches, which typically result in lengthy litigation, are not always the best option and, as a result, alternative means of resolving misconduct situations have been developed. One option currently being used is the alternative discipline (AD) Program. The AD program provides opportunities for more creatively managing and rehabilitating employees for productive, efficient service and mending the relationship for the future. In order to participate in such a program, an employee facing misconduct sanctions can come forward, admit the misconduct, and request AD. The management official, in conjunction with the Employee Relations staff, then determines if AD is appropriate. If so, they work with the employee to develop an alternative approach to traditional discipline. For example, if an employee is faced with a proposal for a two-day suspension, he or she can admit to misconduct and request AD. If determined appropriate, all parties will work together to develop an alternative to the proposed disciplinary action, such as holding disciplinary action in abeyance pending good conduct on the employee's behalf, taking leave without pay in lieu of a suspension, donating leave, etc.