At the conclusion of a formal complaint process—or, when appropriate, voluntarily through informal/adaptable dispute resolution—disciplinary or corrective measures can be put in place, including:
- Verbal and/or Written Warnings – Expression of concerns and expectations of improvement; notice of possible more-significant disciplinary actions, if conduct reoccurs.
- Educational Interventions – Professional coaching; required trainings or workshops; mentoring.
- Reduction in Privileges – Not eligible for Institute-sponsored travel or to attend conferences or similar gatherings.
- Change in Role or Assignments – Reduction in role or assignments (could lead to reduction in pay); demotion (where operationally feasibly for the DLC); ineligible for promotion within the unit.
- Reduction in Eligibility for Recognition, Remuneration – Ineligible for awards; freeze or reduction in salary.
- Suspension – Generally used for repeated behavior or more severe forms of discrimination/discriminatory harassment.
- Termination or Revocation of Tenure – Generally used for repeated behavior or more severe forms of discrimination/ discriminatory harassment.
The exact nature of any discipline and corrective measure depends on a number of factors including the nature and seriousness of the issue, the employee’s past record, the impact of the behavior, past treatment of similar issues, and any other mitigating or aggravating circumstances. For an employee who will be continuing their employment after having been found responsible for violating a policy, the purpose of corrective measures is to clarify expectations, correct behavior that does not reflect the values of the Department or MIT, and provide skills needed to be successful in one's role at MIT.