OKDHS’ disciplinary regulations and procedures are intended to provide a means of ensuring compliance with standard through reasonable and consistent disciplinary action, with flexibility to vary penalties, based on the seriousness and particular circumstances for each action. We follow the principle of progressive discipline where, absent mitigating circumstances, repetition of an offense is accompanied by a generally automatic progression to the next higher level of discipline.
OKDHS Discipline Policy may be accessed online at: https://oklahoma.gov/okdhs/library/policy/current.html
Frequently Asked Questions about Corrective Discipline
- What could be the causes for disciplinary actions?
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- Unsatisfactory performance
- Misconduct
- Unauthorized disclosure of confidential information
- Willful failure
- Insubordination
- Dishonesty
- Intoxication or the use or possession of alcoholic beverages or drugs during duty hours or on DHS property
- Discourteous treatment of clients, other employees or the general public
- Misuse of state property or equipment
- Medical limitations
- Neglect of duty
- Conduct unbecoming a public employee
- Felony convictions
- Maltreatment of DHS clients
- Dereliction of duty
- What is progressive corrective discipline and how is it used?
- Progressive corrective discipline uses of the following progressive steps for employees:
It is important to emphasize that corrective discipline does not always require the use of escalating penalties. The appropriateness of any disciplinary action must be judged on the basis of the seriousness and the particular circumstances surrounding the problem.
- When is documentation required?
- All disciplinary actions must be documented by the supervisor administering the discipline, with a copy provided the employee. The employee is to be advised in writing they are receiving corrective discipline and the step of discipline being administered.
- Can disciplinary actions be removed from my personnel files?
- Copies of documentation of employee engagements and written reprimands may be removed after 2 years following the date of the action provided no other disciplinary actions have been initiated during that period. You may complete and submit the Discipline Removal Request (11AD010E), which must be signed by the employee’s immediate and reviewing supervisors. Suspensions without pay, involuntary demotions and termination actions cannot be removed from an employee’s personnel files, without an order by the Civil Service Division or OKDHS legal directive to expunge documents.
- Do performance evaluations have to be current to initiate corrective discipline?
- Employee performance evaluations are to be initiated within 30 days following the date an employee enters on duty. Thereafter, each employee is to be rated no less than once each year.
- Who administers corrective discipline?
- Employee engagements are administered by an employee’s immediate supervisor. Written reprimands are administered by an employee’s immediate and reviewing supervisor. Suspensions without pay, involuntary demotions and terminations are administered only by chief officers, division directors or their designees.
- Is Corrective Discipline training required for supervisors?
- Yes. Civil Service Rules OAC 260:130-21-92 requires all supervisors be trained in progressive corrective discipline within one year of becoming a supervisor.
- How do I obtain training?
- Online corrective discipline training is available through the DHS Learning Management System. Corrective Discipline training may also be requested from your Personnel Analyst.