| 4.01 |
Disciplinary
action of a corrective nature generally precedes discharge, except in the
case of a major act of misconduct. A series of progressive disciplinary actions
will usually be taken so that discharge, if it occurs, will come with due
notice to the employee. When disciplining employees, the supervisor will
consider the nature and gravity of the offense and the past record of the
employee.
|
| 4.02 |
The following
are examples of actions which may result in progressive disciplinary
steps:
 Unsatisfactory job performance
Misuse or abuse of work time
Misuse or abuse of university property or
equipment
Unfit for work
Use of profane or abusive language
Absenteeism or tardiness
Inattention to safety/health issues
|
| 4.03 |
Immediate
discharge may result from a major act of misconduct such as:
- Insubordination - direct refusal to obey a supervisory directive;
- Creating a disturbance;
- Threatening or intimidating others, physical confrontation;
- Theft or misappropriation of university property or the possessions
of others irrespective of the value of the item;
- Unethical or illegal conduct;
- Gross neglect of duty;
- Sleeping while on duty;
- Violation of the Drug-Free Workplace/Substance Abuse Prevention
Policy;
- Refusal to cooperate or provide requested information during
an investigation;
- Falsification of reason for leave or of any university records
including time sheets; or
- Fraud or deception in securing employment.
|
| 4.04 |
This
discipline policy applies to all non-teaching employees of the university
below the rank of Administrative Officer. All probationary and temporary
employees are excluded from the steps outlined in this policy. See notice
expectations for these groups later in sections 4.07, 4.08 and
4.09.
PROCEDURE
In implementing the steps
of the discipline policy, the supervisor may consult Human Resources for
advice and counsel. Union employees have the right to representation by a
steward in any discussion with a supervisor that may lead to disciplinary
action.
| 1. |
Verbal Warning
If an employee fails to
perform satisfactorily or to comply with university or departmental rules,
the supervisor has the responsibility to discuss the matter with the employee
privately on an informal basis. The facts of the case should be determined
including consideration of any special circumstances. The supervisor should
review the requirements of the job to make sure that they are understood
or point out the rule or policy violated. Recommendations should be made
on how the employee is expected to handle similar incidents in the future.
Although no written warning is issued, a written record of the date and content
of the discussion should be maintained by the supervisor and the
employee.
|
| 2. |
Written
Reprimand
For continued problems
requiring further action beyond an oral warning or for more serious infractions,
a formal notice will be issued by the supervisor. The notice involves both
discussion with the employee and an official written document. The written
notice, which should be issued within 24 hours after the discussion, should
include the facts of the situation, the expectations for future performance
or conduct, and the possible effect on the employment should performance
or conduct fail to improve. The written notice includes the signature of
the employee indicating that he/she has received the warning and date received.
The employee is permitted to write a response to this action. (See Policy
A. 7.00). A copy is then sent to Human Resources for
filing in the individual's personnel file.
|
| 3. |
Suspension
If the problem continues
and further action is necessary, it may (but need not) take the form of a
disciplinary suspension. A suspension may vary from one to five days, depending
upon the circumstances. Before such action is taken, the supervisor should
discuss the situation with the department head or director and with Human
Resources. As in the prior official written notice, the facts of the case,
expectations, and the probable effect on the employee's employment should
be included. The employee is again asked to sign and date acknowledgment.
A copy of this document, given to the employee, will be included in the
employee's file in Human Resources. The employee may file a written
response.
Suspension without prior
disciplinary warnings may take place in the case of major acts of
misconduct.
Suspension
without pay may also be used during the investigative period when
discharge or disciplinary suspension would be the alternative
or when reasons for discharge are being reviewed. In this case,
the employee is interviewed regarding the infraction, then released
without pay for a "suspension pending investigation". An Exempt employee's loss of pay is only in full-day increments.
The supervisor should
confirm with the employee when a disciplinary decision will be finalized
and should secure the employee's ID card and departmental keys before sending
him/her home. It is expected that within the next 2 to 3 working days, the
investigation will be complete and a written decision rendered. Should the
decision be not to impose a suspension or discharge, the appropriate action
will be taken and the employee compensated for any work time
lost.
|
| 4. |
Discharge
The last step in the
disciplinary procedure is termination by letter to the employee. The termination
letter should refer to the prior disciplinary actions, final date on the
payroll, and terminal vacation pay due. The investigation and discussion
with the employee should be as thorough as in earlier steps. Discharge is
done by the supervisor/department head with the advance approval of Human
Resources.
Discharge may take place
without prior disciplinary warnings in the case of major acts of
misconduct.
|
|
| 4.05 |
All
disciplinary actions will be retained permanently in the employee's personnel
file. Other than gross misconduct, such actions will not be considered in
matters of promotion, transfer, or further discipline provided the employee's
record is clear of additional actions for like offenses during one full year
of on-the-job work performance from the date of the most recent
offense.
|
| 4.06 |
Following
any disciplinary step, the Staff Grievance Procedure (see Policy
B. 15.00) is available to the
employee.
|
| 4.07 |
Administrative
Officers - The above outlined disciplinary steps are not required for
administrative officers. If progressive discipline is not utilized, the
terminated Administrative Officer will be given wages-in-lieu of notice unless
the discipline is for gross misconduct. Administrative Officers are eligible
to use the Staff Grievance Procedure.
|
| 4.08 |
Probationary Employees
- All staff employees have a 6-month probationary period. The university
is committed to giving adequate orientation and training to perform successfully
in the job. Supervisors are expected to give performance feedback on a
regular basis to advise of problems or progress toward performance expectations.
No probationary employee should be unaware of concerns a supervisor may
have nor that discharge may result if improvement is not demonstrated.
Consult Human Resources before releasing a probationary employee.
|
| 4.09 |
Temporary
Employees - A temporary employee may be removed/discharged from his/her
assignment for work-related reasons and/or other violations of university
or departmental rules without advance notice. |
