All corrective actions to include: written counselings, Performance Improvement Plans (PIP), written warnings, imposed probations, suspensions, requested resignations, demotions or dismissals should be documented by the appropriate supervisor or department head involved.  Copies should be retained in the employee's departmental file, sent to HR Records Administration for placement in the employee's official personnel file, and to the designated HR Consultant or HR Relations.  Written evidence to support any action should be available in the employee's official personnel file for review by the HR Relations, external investigators, or Problem Resolution Procedure committee members.

It is important to document and retain a record of corrective actions because investigations by the Equal Employment Opportunity Commission (EEOC) or other regulatory agencies generally occur months or years after the action. Oftentimes the individuals involved in past corrective actions either change roles or are no longer employed by UAB.