• Verbal and/or Written Warnings – Expression of concerns and expectations of improvement; notice of possible more significant disciplinary actions, if conduct reoccurs; probationary period (generally used for less severe forms of discrimination/discriminatory harassment);
• Educational Interventions – Professional coaching; required trainings or workshops; mentoring;
• Reduction in Privileges – Transfer of existing graduate students; removal from certain desirable committees; prohibition related to accepting new graduate students into research group, teaching certain classes, or engaging in outside professional activities;
• Reduction or Change in Assignments or Resources – Modification of teaching/work assignments; change in office or lab space; delay of sabbatical;
• Reduction in Eligibility for Recognition, Remuneration – Delay of promotion and/or award nomination; freeze or reduction in salary; removal of faculty chair or professorship;
• 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.