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Approved: February 13, 2012
Monitor: Vice President for Business Affairs
In accordance with existing Civil Service rules and generally expected standards of employee conduct, what follows are some types of behavior that may result in disciplinary action up to and including discharge. This list is not intended to be all inclusive, but should function as a guide to both the employee and supervisor.
Unauthorized and unexcused absence
Leaving work without authority
Key duplication and/or unauthorized possession of keys
Misrepresentation of absence
Falsification of records
Refusal or neglect to do work assigned
Failure to follow work schedule
Failure to follow time schedules
Failure to adhere to departmental regulations
Smoking in prohibited areas
Disregard of safety regulations
Careless workmanship resulting in spoilage, waste, or delay
Unauthorized use of institutional property
Gambling on institutional property
Creating or contributing to unsanitary conditions
Horseplay or scuffling
Sleeping during working hours
Drinking intoxicating liquors on institutional time or property
Inability to perform satisfactorily assigned duties as a result of drinking alcoholic beverages
Malicious damage to property, tools, or equipment
Immoral or indecent conduct
Conviction of an offense involving moral turpitude
Illegal use or possession of controlled substances, drugs and/or narcotics
Criminal drug statute convictions for a violation occurring in the workplace
The University subscribes to the principle of the use of discipline to correct employee conduct and/or behavior. Such discipline will normally be issued in a progressive manner dependent upon the facts and circumstances of individual cases. Prior discipline may be considered dependent upon the individual circumstances of the instant case (or under such time limits as prescribed within individual collective bargaining agreements).
The appropriate forms of disciplinary action shall include:
Oral reprimand involves a discussion between the supervisor and the employee regarding the infraction with an emphasis on correcting the employee's behavior. A confirmation of an oral reprimand may be kept in the employee's personnel file.
For more serious or repeated cases of rules infractions, the supervisor shall counsel the employee as to the correct and expected behavior as well as record the circumstances of the violation in memorandum form, giving the original to the employee and placing a copy in the employee's personnel file.
The suspension of an employee shall be based on the recommendations of the supervisor and shall be subject to the approval of the Director of Human Resources, or designee, to ensure consistency of action throughout the institution. The Director of Human Resources will issue all suspensions.
When less severe actions fail in correcting an employee's job-related behavior, or when the offense requires immediate separation from employment, a "discharge action" shall be taken. The supervisor shall normally recommend the action which shall then be subject to the approval of the Director of Human Resources, who shall issue the discharge.
The employee shall have the option to provide a written rebuttal or clarification at any step in the disciplinary process. The employee's statement will be added to the employee's personnel file. Appeals of disciplinary action shall be made in accordance with the Grievance Procedures for Civil Service Employees. The employee will be informed of procedures for appeal of a suspension greater than thirty days or of discharge.
Department Head, Dean, Director, Vice President:
Director of Human Resources:
When a possible infraction has been observed and/or reported the immediate supervisor should record observations or reports of alleged infraction(s) and proceed with an investigation and review of the matter which shall include:
If notice of intent to discharge is issued and employee requests a meeting pursuant to a State University Civil Service System rule, a meeting shall be held and the following actions taken: