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General Description
Requirements
Policy Provisions
Performance Evaluation
Subject Experts
Grounds for Immediate Dismissal
Policy

Document Number: HR--155 Revision #: 1.0
Document Owner: Executive VP Date Last Updated: 08/17/2012
Primary Author: Director of Human Resources Status: Approved
Date Originally Created: 07/24/2012

General Description
Description:

Information about grounds for immediate dismissal for misconduct.


Purpose:

Delineation of HR policy.


Scope:

All faculty, staff, and administrators


Responsibility: Human Resources
Legal Counsel

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Requirements
Relevant Knowledge: In order to comply with this policy you should know:
Current University policy

Terms and Definitions: Additional training

Corrective Action

Suspension

Termination

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Policy Provisions
1.

Grounds for Immediate Dismissal


Grounds for immediate dismissal for misconduct, after due consideration to the nature and severity of the action or issue, include, but are not limited to the following.  Note:  This listing is not meant to be all-inclusive, but serves as examples of this action.

 

1. Insubordination, which includes but is not limited to unwillingness or refusal to perform assigned duties and follow job instructions.

2. Falsification of the application for employment, time records, or any other official University documents or records.*

3. Any act which serves to defame or malign the reputation of the University.

4. Dishonesty on the job.

5. Theft.*

6. Imperiling the safety of University employees or the public, or possession of a firearm on University property other than staff employees authorized to possess a firearm such as police, security, or military personnel while performing official assigned duties.*

7. Gambling on University property.

8. Negligent destruction of University property.

9. Drug abuse, or the influence thereof, or the unauthorized use or consumption of, while on the job or while on University property.

10. Alcohol abuse, or the influence thereof, or the unauthorized use or consumption of, while on the job or while on University property.

11. Acts which constitute a violation of local, state, or federal law on University property or at University functions.

12. Incarceration in jail following a conviction of a misdemeanor or felony by a court of competent jurisdiction, which results in missing at least five (5) consecutive working days.

13. Job abandonment (no call, no communication, no show for three (3) consecutive working days.

14. Any action or creation or participation in a situation that recklessly or intentionally endangers mental or physical health of any other person.

15. Fighting and/or physical assault on University property while on the job.*

16. Improper and unauthorized use of the University Purchase or P-card.

17. Violation of the University's sexual harassment and/or non-discrimination policy.

18. Threatening, attempting or doing bodily harm to another person.*

19. Threatening, intimidating, interfering with or using abusive language toward others.*

20. Any act of violence.*

 

Note:  *Violation of these work rules will be considered as acts of gross misconduct and will result in the employee being ineligible for participation in COBRA benefits.

 


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Performance Evaluation
Performance Metrics: Compliance with standard policy and procedure

Consequences: Further training
Job Termination
Suspension

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Subject Experts
The following may be consulted for additional information.
Director of Human Resources

Legal Counsel

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