For repeated or more serious violations or misconduct, the supervisor and the Major Department Head will jointly reprimand the employee and advise him that the violation is serious enough to be put in writing and placed in his personnel file. The employee will be given one copy of the written reprimand and sign another copy which will be sent to Human Resources and placed in his personnel file. The written reprimand will explain the offense as well as the expected behavior. If an employee has two written reprimands in his personnel file within a period of one year, a third offense can warrant either suspension without pay or dismissal, depending on the seriousness of the violation. A supervisor must have approval by the Major Department Head and the Director of Human Resources before taking such action.
Any employee has the right to file a grievance under the grievance procedure.
This policy provides an expeditious and fair manner of resolving grievances of non-faculty employees of the University. Access to this policy by temporary and probationary employees is limited to the area of illegal discrimination claims. A grievance is defined as any dissatisfaction which occurs when an employee thinks or feels that any condition of employment is unjust or inequitable. This includes but is not limited to suspensions, demotions, dismissals, denials of promotion, inaccessibility to promotion, or claims of illegal discrimination. As the first step in the grievance process, the Director of Human Resources determines grievability.