Performance Management

All Employees are expected to meet generally accepted standards of performance and behavior. There are occasions, however, when even after counseling, discussion, and opportunities to improve, Employees cannot or choose not to meet the required level of performance standards. The focus of performance management is on correcting Employee performance.

Listed below are the steps to be followed when disciplinary action is necessary. Disciplinary action imposed against a staff Employee is generally imposed due to unsatisfactory job performance or unacceptable personal conduct. However, there may be situations of serious misconduct when the supervisor may move directly to a later step in the process, including termination.

A. Oral Warning

In most, but not all cases, initial counseling/disciplinary action should be in the form of an oral discussion and warning. Records of all oral, counseling and disciplinary actions will be maintained by the Employee's immediate supervisor. Copies of written warnings to Employees will be forwarded to the Department of Human Resource Services for filing with official Employee records.

B. Written Warning

If there are continued problems requiring further action beyond oral warnings, then a formal written warning outlining the extent of the problem, suggested courses of action and the time period for resolution should be prepared and discussed with the Employee. The Employee may be required to sign the provided statement, signifying receipt to such communication. Failure to sign for receipt may be cause for immediate dismissal.

C. Suspension

If a serious incident occurs which may warrant discharge, then the Employee may be suspended pending investigation.

D. Termination

If it becomes necessary to release Employees, then they, in effect, will have released themselves by the record they have established.

Discharge without prior warnings or suspension may be justified for very serious offenses, including, but not limited to: dishonesty, insubordination or gross misconduct.

Although no Employee shall have the right to any formal University hearings before dismissal or other disciplinary action, he or she shall be entitled to invoke the then existing University Grievance Procedure after dismissal or other disciplinary action (subject to the conditions of this procedure). However, dismissal or other disciplinary action shall not be suspended pending resolution of the Employee's claim pursuant to the Grievance Procedure.