Progressive Disciplinary Action
- The University, at its discretion, may determine that disciplinary action less than discharge may be appropriate in some circumstances. Any of the following disciplinary actions may be imposed by the University depending upon the University's judgment of the necessary action to address student employee conduct in violation of appropriate standards.
- Verbal Warning
Verbal warning brings the problem to the attention of the employee, stresses the seriousness of the situations, and presents suggestions or instructions to resolve or correct the problem.
- Written Reprimand
Written reprimand documents the occurrence and usually warns that further violations will result in suspension without pay or termination. It may be a final opportunity to improve.
- Suspension Without Pay
Suspension without pay may be used to impress upon the employee that a behavior or performance level must be changed or termination will be inevitable. Suspension results in the loss of pay for a specified period of time (usually three days).
- Disciplinary Suspension
Disciplinary suspension may be used in cases when the infraction is of such seriousness (theft, fighting, insubordination or similar infraction) that it may warrant dismissal pending review of the facts. Disciplinary suspension should be followed immediately by a thorough investigation of the situation to determine the appropriate action to be taken.
Serious offenses and repeated disciplinary problems will require dismissal. While employment may be terminated at any time without cause, examples of conduct that can result in dismissal for a single incident are dishonesty, insubordination, immoral conduct, theft, use of drugs or alcohol, or other serious conduct as outlined in the University's disciplinary guidelines.
- Before terminating a student worker for any reason other than movement from one department employment to another or loss of eligibility to work as a student worker, contact the Director of Human Resources for assistance in following the proper course of action. The procedure states that prior to termination from employment, a student employee will be provided a written notice stating the reasons for the proposed employment termination and an opportunity to respond to the proposed action.
Following the opportunity to respond, if the supervisor determines termination is necessary, the supervisor will provide a recommendation to the Director of Human resources, who will notify the student of termination. The student may then pursue the grievance procedure set forth below and in the Student Employee Guide.