Examples are listed below. While the examples do not cover every contingency, they can be used as guides in determining the appropriate disciplinary procedure. The supervisor has the right and the responsibility to assign work and set performance expectations for employees. Work that fails to meet performance expectations because of careless errors, poor quality, untimeliness, or inability to follow instructions or procedures are dealt with through the job performance disciplinary process.
Supervisors have the right to expect prompt, regular, and consistent attendance at work.
An employee's failure to adhere to a departmental or University policy results in potential or actual serious injury or death, loss of funds, or damage to equipment that must be repaired or replaced at significant expense. This major unbudgeted expense imposes a severe hardship on the department. The employee may be disciplined, up to and including dismissal, without prior warning due to grossly inefficient job performance. Conduct Personal misconduct is any serious behavior no reasonable person would expect to be forewarned that the behavior is wrong and could result in severe disciplinary action. An employee who reports to work under the influence of alcohol or illegal drugs or who uses alcohol or illegal drugs, or an employee who steals State property or funds or who knowingly misuses State property may be disciplined, up to and including dismissal, without prior warning under the personal conduct process.