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Dismissal and Grievance Procedures

Failure to uphold any of the responsibilities that student agrees to when accepting employment can result in verbal or written warnings, or dismissal. Violations that are cause for warnings that could be followed by dismissal include, but are not limited to:

  • Minor insubordination.
  • Disrespect for fellow employees or clients/customers.
  • Use of work time for something other than work (e.g. phone calls, socializing, homework, or excessive breaks).
  • Unsatisfactory work performance.
  • Repeated tardiness or absences.
  • Malicious damage to property.
  • Indecent behavior, including sexual harassment.

Violations that are more serious justify immediate dismissal. These violations include:

  • Theft of any kind.
  • Extreme insubordination.
  • Refusal to complete the mandatory annual Ethics Training exercise.
  • Unauthorized use of University property.
  • Communication of confidential information.
  • False reporting of hours worked.
  • Committing any violation after receiving a prior warning.
  • Use of alcohol and /or drugs at work.

WARNING AND DISMISSAL PROCEDURE

Step 1: Verbal warning to student from employer for violation by student if the situation is not resolved, then the supervisor may decide to proceed to Step 2.

Step 2: Written warning to student from employer for violation by student.

The written warning documents the specific problem(s) and necessary changes requested of the student. A copy is forwarded to the Student Employment Unit. Both the student and employer agree upon a reasonable time frame in which the student will be expected to show improvement.

At this time, arbitration between the student and employer can be requested. Arbitration involves a meeting between the supervisor, student-employee, the Department Head, and an arbitrator from the Student Employment Unit. After meeting, the Department Head may choose to do one of two things:

  • Continue to employ the student until the end of the current semester upon an agreement made by the student and supervisor of the specific expectations and changes requested. At the end of the semester, the supervisor will review the student’s work performance and make a decision regarding the student’s future employment.
  • Proceed to Step 3.

If no arbitration is requested, the employer will make the decision to proceed with one of the two decisions listed above.

Step 3: Dismissal

Upon dismissal, a student will receive written notification from the supervisor who will complete a payroll notification of termination of the student’s appointment. A student may be dismissed at any time if the student has received a prior written warning for continued offenses or irreconcilable disagreements, or for any violations justifying immediate dismissal described above.

RIGHT TO RECOURSE AND GRIEVANCE PROCEDURES

If you are dissatisfied with your supervisor/employer concerning the Warning and Dismissal procedure and your treatment throughout, or if you are dissatisfied with the explanation and/or penalty given by your supervisor, you have the right to request a Special Grievance Review. Grievance reviews are heard by the Appeals Committee. It is recommended that ALL avenues of reconciliation be exhausted before a grievance review is requested.

As used here, the word “grievance” means a complaint brought forth by a student who feels that he/she has been unfavorably affected by a department’s decision relating to employment conditions or by an incorrect interpretation of the University policies related to employment.

If you wish to appeal a department’s decision in relation to your employment and request a Special Grievance Review, you must provide written notice to the Student Employment Unit before processing. The written notice must include the following:

  • Your name and University Identification Number (UIN).
  • Your position title and employing department.
  • The date of the incident.
  • Factual description of the incident.
  • Your specific requests and recommendations in filing the grievance.
  • Your signature and daytime phone number.

A copy of your written grievance will be sent to your supervisor and employing department. Your employing department will have five working days to respond to the grievance. After receiving their response, the Appeals Committee will review all written statements and render a decision. In some instances, it may be necessary to meet with both parties. When a decision has been made, both parties will be notified in writing. The decision of the Committee is final.