5.15 Merit System Personnel Discipline and Dismissal
University Merit System personnel may be subject to disciplinary action
(i.e. discharge, suspension pending discharge, suspension, reduction in
position and grade, or written reprimand) for any of the following just
causes:
Failure to perform assigned duties, inadequacy in performing assigned duties,
negligence, inefficiency, incompetence, insubordination, unrehabilitated
alcoholism or narcotics addiction, dishonesty, any act or conduct which
adversely affects the employee's performance or the University.
Disciplinary actions will be taken in accordance with applicable Regents
Merit System Rules (Section 3.116 (19A) Disciplinary Actions) and appropriate
collective bargaining Agreement provision (Article IV, Section 9 - Grievance
Procedures - Discipline and Discharge.)
An administrative supervisor/academic department head may, for just cause,
immediately suspend a merit system employee pending a formal discharge.
A suspension pending discharge action is effected with or followed immediately
by a letter to the suspended employee identifying conditions necessitating
suspension and recommended discharge, a copy of which is directed to the
administrative director/academic dean and the resident director of the Regents
Merit System. The administrative director/academic dean and resident director
will together, within ten (10) days, investigate conditions causing the
suspension to be initiated, conduct an oral hearing if needed and take appropriate
action on the recommended discharge. An employee may, upon written request,
appeal a suspension pending discharge, directly to the department head prior
to completion of a normal discharge action. Once discharge from University
service has occurred, the dismissed employee may appeal directly to Step
3 of the Regents Merit System grievance procedure or as applicable at the
same step level with the appropriate collective bargaining Agreement.
Vice President for Administrative Services Approved, 1981 |
