Discipline Process

Employee Relations provides unbiased information and guidance to both management and employees regarding counseling and disciplinary issues. The goal is to provide each employee with a full opportunity for success.

Assistance

• For information or assistance, contact Employee Relations at (727) 464-3367 or by email at Employee.Relations@pinellas.gov.

• If you need an Employee Advocate, complete the EAC Request an Advocate Form (login to SharePoint required). For assistance with the form, email EAC@pinellas.gov, contact your EAC Representative or Delegate, or call Human Resources at (727) 464-3367.

Disciplinary Policies and Processes

• Personnel Rule 6: Discipline
• Discipline Policy (UPB Policy #10)
• Counseling and Progressive Discipline
• Grievance/Appeal Process
• Employee Advocate Program

Progressive Discipline

The progressive discipline process includes several steps. Although supervisors often proceed in the order shown below, some serious issues may require a supervisor to go directly to a Level 2 Warning or even to a pre-disciplinary hearing. For more detail, see Counseling and Progressive Discipline.

Coaching & Counseling

Coaching is used by supervisors to encourage and motivate their employees to achieve better performance. Counseling is used to resolve a problem.

Level 1 Warning (previously Verbal Warning)

If a problem continues after counseling, a supervisor may discuss the issue with the employee and explain the necessary corrective action.

Level 2 Warning (previously Written Warning)

If a problem continues after a Level 1 Warning, a supervisor may utilize a Level 2 Warning to help an employee understand the issue and take corrective action.

Pre-Disciplinary Hearing

If a problem continues after a Level 2 Warning, a supervisor may take any of the following disciplinary actions: demotion, final written warning, pay reduction, suspension, or dismissal. Before any such actions occur, an employee has a right to a pre-disciplinary hearing to present information on their view of the situation.

Discipline Process Forms

Managers and supervisors under the County Administrator (BCC) use the automated County Administrator Discipline and Counseling Forms (SharePoint link). 

All others (non-BCC) use the Management Resources forms listed below in order of progression. These forms are provided in Microsoft Word format to be fully editable. The documents are located in SharePoint:

• Counseling
• Level 1 Warning, previously Verbal Warning
• Level 2 Warning, previously Written Warning
• Pre-Disciplinary Hearing
• Level 3 options:
  • Level 3 Demotion
  • Level 3 Final Written Warning (NEW)
  • Level 3 Pay Reduction
  • Level 3 Suspension
• Level 4 Dismissal (classified employee letter)
• Suspension Pending Judicial Review Hearing Notice

Discipline Inactivation and Extension

Disciplines are automatically inactivated unless the extension form is completed.

• Extension of Active Disciplinary Action

Letter Templates

Items are listed in alphabetical order. These letters are provided in Microsoft Word format to be fully editable. The documents are located in SharePoint:

• Acceptance of Resignation Letter
• Dismissal/Termination Letters:
  • Classified Employee
  • Exempt Employee (no template; drafted individually for review by the Appointing Authority and County Attorney)
  • Probationary Employee
  • Temporary Employee
  • Unauthorized Absence / Voluntary Resignation
• Inactive Service Transfer / End of Inactive Service Letter (no templates, drafted individually on County letterhead, contact County Attorney and Human Resources for assistance)
• Request for Date of Return Letters:
  • Return to Full Duty
  • Return to Work
• Suspension Pending Judicial Review Letter

Tools for Supervisors

• Extended Illness or Incapacity Analysis Checklist (SharePoint link)
• FACE Conversation Tips
• Performance Coaching and Feedback (Office of Personnel Management) 

10/7/25