Policy 5-111: Corrective Action and Termination Policy for Staff Employees

  1. Purpose and Scope:
    1. Outline the process for taking corrective and disciplinary action regarding staff employment at the University of Utah.
      1. Scope
        1. This policy applies to all Full-Time Benefited and Part-Tme staff members of the University who have satisfactorily completed their probationary period.
        2. Part-Time Non-benefited, Per Diem , Temporary (Benefited and Non--Benefited) and probationary employees are not included within the scope of this policy.
  2. Definitions
    1. For purposes of this policy and associated rules, the following words and phrases shall be defined as follows;
      1. Concern: An event occurring which is contrary to manager's/supervisor's reasonable expectations for the staff employee and/or represents violation(s) of University Regulations.
      2. Egregious Behavior: Serious conduct or behavior issues that will likely result in termination of employment.
  3. Policy
      1. In determining the level of corrective action which may be taken, consideration will be given to both the actual or potential impact and to the consequences of the behavior.
      2. The level of corrective action will be the result of an evaluation of each/all current incidents and any history of corrective action.
      3. Possible corrective actions include Written Warning, Final Written Warning, Suspension Without Pay, Demotion and Termination of employment. Depending on the nature and severity of the issue, corrective action may be applied without prior warnings having been issued to the staff member.
      4. Prior to imposing any corrective action supervisors or managers must consult with the Human Resources Department as defined in the associated Rules.
      5. Where institutional issues, rather than departmental issues, are involved, the appropriate institutional representative may take responsibility for any corrective action to be taken.
  4. Rules, Procedures, Guidelines, Forms and other related Resources
    1. Rules
      1. Rule R5-111-A Corrective Action and Termination for University Staff (non-UUHC)
      2. Rule R5-111-B Corrective Action and Termination for UUHC Staff
      3. Rule R5-111-C Egregious Behavior Rule
      4. Rule R5-111-D Written Warnings Rule
    2. Procedures
    3. Guidelines
    4. Forms
  5. References
    2. Policy 5-001 Personnel Definitions
    3. Policy 5-106 Equal Opportunity and Nondiscrimination in Employment
    4. Policy 5-107 Sexual Harassment and Consensual Relationships
    5. Policy 5-113 Drug-Free Workplace
    6. Policy 5-114 Drug Testing
    7. Policy 5-203 Staff Appeals
  6. Contact
    1. Acting as the Policy Owner the Director of Employee Relations for Human Resources is responsible for answering questions and providing information regarding the application of this policy.
    2. Acting as the Policy Officers, the Vice-President for Human Resources (or designee) and the Senior Vice-President for Health Sciences (or designee) are responsible for representing the University's interests in enforcing this policy and authorizing any allowable exceptions.
  7. History
    1. Renumbering: Renumbered as Policy 5-111 effective 9/15/2008, formerly known as PPM 2-9.
    2. Revision history:
      1. Current version: Revision 9
        1. Approved by Academic Senate: October 3, 2011
        2. Approved: Board of Trustees, October 10, 2011
        3. Background information for Revision 9
      2. Earlier versions:
        1. Revision 9: effective dates February 13, 2006 to October 10, 2011
        2. Revision 8: effective dates June 30, 2004 to February 12, 2006
        3. Revision 7: effective dates July 13, 1998 to June 29, 2004
      3. .

Policy: 5-111 Rev: 10
Date: October 11, 2011
Last Updated: 3/28/13