- Issue Date: May 23, 1994
- Primary Contact: Director of Human Resources
- Responsible Member of Directorate: President and Director
- Responsible Office: Human Resources
When an employee is facing termination
for other than voluntary reasons, as in the case of lack of work/lack
funding or unsatisfactory performance, the following procedures will apply:
II. Lack of work/lack of funding
A. If the employee is facing layoff because of lack of work/lack of funding, the Institution will endeavor to find suitable employment within the Institution. Posting of the new position will not be required and Human Resources will make efforts to assist in suitable placement. A change of status to Casual Labor in lieu of termination may be recommended by the Department Chair or Administrative Manager for this employee. (See Authorization for Involuntary Termination form (pdf))III. Unsatisfactory performance
B. In the event other employment possibilities at the Institution cannot be identified, such an action can result in terminating the employee from the Institution. The Notice Provision Policy covers the factors that affect employees who will be terminated in these circumstances and details the guidelines for the notification process followed, including the level of advance notice.
A. Prior to initiating the procedures for dismissal, the supervisor, the Department Chair or Administrative Manager and, as appropriate, either the Human Resources Manager and/or the Ombuds/EEO Officer, will confer with the employee to identify performance deficiencies and to seek ways to improve that performance. (See Progressive Disciplinary Action.)
B. If it is determined that an additional opportunity to demonstrate abilities should be given to the employee, then continuation in the present job or a transfer to a new position within the Institution may be in order. If a suitable position is available, posting of the new position is not required. If, despite repeated warnings, an employee's performancecontinues to be unsatisfactory, involuntary termination procedures may be initiated.
C. The following are examples of behavior types that may be sufficient to justify immediate discharge without going through progressive disciplinary procedures:
D. If it has been determined that termination is warranted, the supervisor and/or Department Chair/Administrative Manager will contact the Human Resources Manager. An Authorization for Involuntary Termination form (pdf) must be completed by the Department Chair/Administrative Manager prior to any termination notification. The necessary approvals will be secured by the Human Resources Manager. The level of approval to terminate will be the same as the level to hire (see Hiring Process).
- disruptive or destructive behavior;
- theft of Institution property;
- sexual harassment;
- possession of drugs (controlled substances);
- being under the influence of alcohol or drugs (controlled substances) during work periods (see Substance Abuse Policy as this behavior may support the employee's participation in a treatment program rather than immediate dismissal).
E. When final approval has been received, the Human Resources Manager will notify the Department Chair/Administrative Manager who, in turn, will notify the employee. The completed form will be made a part of the employee's personnel file.