The corrective disciplinary process in a unionized institution must take into account the possibility that an employee has the right to challenge corrective discipline. For this reason, corrective discipline must be administered to withstand challenge. Four steps involved in corrective discipline are identified: verbal warning, written warning,…

The basic elements of personnel administration are defined and examined and the interaction between the elements are described. The elements include job analysis, job classification, recruitment, selection, induction into the organization, evaluation of job performance, and termination. (MLW)

Two sources of law are considered--statutory enactments and constitutionally based claims. The second requires evidence of state involvement. The first, under the Age Discrimination in Employment Act of 1967, provides protection against almost any form of discrimination against workers in the age range 40-65. (LBH)

Proection of faculty employment and student enrollment at Montana State through the 1980s provides a basis for studying faculty attrition during declining enrollment. Projections indicate an average of 12 faculty members per year will have to be terminated and some tenured faculty laid off. (Author/LC)

Some of the factors federal investigators and arbitrators use to distinguish between a voluntary quit and a constructive discharge are examined. Several guidelines university administrators can use to preempt and defend such claims are offered. The best way to avoid constructive discharge, it is suggested,is to conduct supervisory training. (MLW)

Data resulting from a survey of institutional policies and practices for employee recruiting and interviewing and for job advertising are reported for public and private institutions with centralized and decentralized employment services. (MSE)