Personnel Policies
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Employee Discounts

 Policy:  PSE-7

 Subject:  Discipline, Reassignment or Dismissal

Approval Date:  07/01/85
Revision Date:   12/14/90
Revision Date:  09/15/2000

PURPOSE:    

To outline steps to be taken by a supervisor when a staff member fails to meet acceptable standards of conduct, as determined by the University and, when in the judgment of supervisor(s), informal or formal action, including possible suspension, reassignment or dismissal, is warranted.  This procedure does not apply to a staff member during his/her initial probationary period. 

ORAL WARNING:   

A supervisor may not deem a matter of such magnitude to require formal action.  In such instance, the supervisor may determine that an oral warning is sufficient to correct the situation.  The oral warning should include a review of wherein the staff member has failed to meet acceptable standards of conduct, what is expected to meet acceptable standards of conduct, and what future actions may result if such standards are not met.

WRITTEN REPRIMANDS:  

A written reprimand may be issued to a staff member whose continued failure to meet acceptable standards of conduct may result in dismissal.  Written reprimands shall be issued and administered in the following manner:

* A meeting between the supervisor and the staff member shall be held as soon as practicable after the supervisor determines that discipline may be needed. 

* In the meeting the supervisor shall inform the employee that it is a disciplinary meeting, and if the facts warrant, a written reprimand will be issued. 

 
* The employee will be given an opportunity to present his/her side of the case.  If the supervisor determines that discipline should occur, the written reprimand shall be issued to the employee as soon as that determination is made. 

* The written reprimand shall include the facts at hand, the date or dates of meetings with the employee to discuss the matter, the persons present, the manner in which the employee has failed to meet acceptable standards of conduct, what is expected to meet such standards, and that dismissal will result if such standards are not met. 

* A copy of the written reprimand shall be placed in the staff member's file in the Office of Human Resources.

* Suspensions with or without pay may be administered in conjunction with the written reprimand upon approval of the President with supporting recommendations by the staff member's supervisor(s), the appropriate Vice President and the Director of Human Resources. 

* The written reprimand may be removed from an individual's file when a written request for so doing is submitted to the Director of Human Resources by the employee's supervisor with a favorable recommendation endorsement by the next up-line supervisor(s) and appropriate Vice President.

SUSPENSION AND/OR REASSIGNMENT:    

At the discretion of the President, a staff member may be suspended from employment, with or without pay, or temporarily reassigned to other duties pending further investigation of the matter, including possible official actions by outside agencies. A suspension from employment, with or without pay, or temporary reassignment to other duties may be made for misconduct.

Generally, suspensions without pay will not exceed 5 work days for the first written reprimand; will not exceed 10 work days for the second written reprimand; and will not exceed 15 work days, or commencement of action leading to dismissal for the third written reprimand.  If a suspension is administered without a written reprimand the same due process procedures required in the written reprimand section must be followed.

A staff member may also be reassigned to another position if his/her overall job performance falls below "fully succeeds on all performance requirements (below a 3.0)" as defined in the University's Staff Performance Management System, upon approval by the President with supporting recommendations by the staff member's supervisor(s), the appropriate Vice President and the Director of Human Resources.  Reassigned employees under this policy would serve a new probationary period.

Reassignment to another position for failure to achieve an overall job performance rating of "fully succeeds on all performance requirements" in their assigned duties and responsibilities will be administered under the provisions of PG-50, Staff Performance Management System and PG-44, Staff Job Classification Wage and Salary Administration.

DISMISSAL FROM EMPLOYMENT:  

Dismissal of a staff member shall be on recommendation of the appropriate supervisor(s) with the subsequent recommendation by the Director of Human Resources and the President to the Board of Regents.  A staff member may be dismissed summarily as a result of three written reprimands on file in the Office of Human Resources or when there's job-related or other misconduct so severe or repetitive that separation is justified for the good of the University.  The supervisor will not take dismissal action without the prior approval of his/her appropriate supervisor(s) and the Director of Human Resources, or their designees.  When notice of dismissal is given to a staff member, it shall be effective immediately.

Dismissal or reassignment of a staff member for not meeting job performance requirements will be administered under the provisions of PG-50, Staff Performance Management System.  In addition to the provisions of PG-50, a staff member may also be placed on probationary status if three (3) written reprimands are administered for unsatisfactory job performance during any annual evaluation period.  If the staff member does not return to a satisfactory level of job performance within the 3 month probationary period, the staff member shall be dismissed from employment.