AR 690-752 — Disciplinary And Adverse Actions
AR 690-752 governs Department of the Army policy, procedures, and authority/responsibility for civilian employee disciplinary and adverse actions.
- Publication number: AR 690-752
- Title: DISCIPLINARY AND ADVERSE ACTIONS
- Date: 02/10/2022
- Proponent: G-1
- Status: ACTIVE
View AR 690-752 on armypubs.army.mil
AR 690-752 covers labor relations obligations, informal actions, formal disciplinary and adverse actions, and penalty guidance. It requires due process for covered disciplinary actions, case-file maintenance, and consideration of the facts and circumstances when selecting penalties.
Topics covered
- Labor relations obligations
- Informal disciplinary actions
- Formal disciplinary and adverse actions
- Penalty selection
- Douglas Factors
- Table of Offenses and Penalties
- Case-file requirements
Questions and answers
What is the objective of discipline under AR 690-752?
The objective of discipline is to encourage and motivate (teach, train, and develop) Army employees to take responsibility and ownership for the rules, regulations, and standards of conduct applicable to the DA, and to prevent prohibited activities. (paragraph 1-6)
What must supervisors do before deciding an appropriate penalty?
Supervisors must exercise due diligence to gather all of the facts relevant to the situation at hand and conduct a thorough analysis to decide the appropriate penalty regardless if the ultimate role is to be the proposing or deciding official on a disciplinary or adverse action matter. (paragraph 1-6)
What labor relations obligations apply before implementing AR 690-752?
Management officials and supervisors will adhere to the provisions of applicable CBAs and fulfill all statutory and contractual labor relations obligations identified in 5 USC 7101 in advance of implementation and administration of this regulation. (paragraph 1-7)
What procedural rights are required for formal disciplinary actions?
Disciplinary actions are usually initiated by an employee's first-level supervisor in their chain of command, and require procedural due process, including an entitlement to an advanced written notice of the reasons for an action, an opportunity to reply, and a written decision following that response. (paragraph 2-2)
How are informal actions treated when selecting a penalty?
Informal actions may not be counted as a prior disciplinary action when determining an appropriate penalty under the Table of Offenses and Penalties, nor do they become matters of record in the employees eOPF. (paragraph 2)