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 Return to:Employee Handbook
12.1 Staff Discipline Policy
If a staff member has conducted him or herself in a manner which requires disciplinary action, consequences of the action will be based on a range of options including, but not limited to: oral or written reprimand, ineligibility for pay raise, restitution, reassignment, suspension, or dismissal.
Matters for which discipline may be administered can be found in, but are not limited to, the issues identified in the following sections of the Employee Handbook: 4. Professional Ethics , 11. Discrimination and Sexual Harrassment , and 16.3 Separation .
Disciplinary action may be considered either for correction and/or punishment, and in general, the above list of disciplinary actions should be followed in an order that is considered progressive in its seriousness. However, certain conduct on the part of an employee may warrant more serious discipline up to and including immediate dismissal.
Progressive disciplinary policy action will typically be applied by the Director/Supervisor to whom the employee reports. The person administering discipline has the prerogative to either consult with or refer the case to the Senior Vice President or Vice President for the area. Suspension or dismissal cases will be referred to the President for a final decision.
All records of the disciplinary action and its supporting documentation will be placed in the employees’ file in the Office of Human Resources.
An employee has the right to appeal a disciplinary action based on the Grievance Policy found in the Employee Handbook.
12.2 Grievance
For purposes of this policy, a grievance is defined as a dispute concerning promotion, salary, work assignments, annual evaluation, the non-renewal and/or termination of employment, and/or other benefits or rights accruing to a staff member. When such a grievance occurs, the following process should be followed:
1. Staff are encouraged to seek an informal resolution at the level at which the action has occurred.
2. When such informal resolution does not occur, a staff member should bring a formal, written complaint to the next level in the administrative structure (e.g. if the dispute is with another staff member, to the Department Head or Director; if with a Department Head or Director, to the Vice President for the area, etc.).
3. A grievance must be filed within 30 days of the incident causing the grievance, or of the action resulting in the incident.
4. Consideration of the grievance will take place in a timely fashion at each level of the appeal process.
5. Recommendations will be made, in writing, within two weeks of filing the grievance.
6. If satisfactory resolution still does not occur, the staff member may take the complaint to the President of the University, whose decision regarding the grievance is final.
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