6.4 Termination Procedures

Purpose

To establish guidelines regarding employee discipline and termination.

Scope

All employees of Rochester University.

Policy

Below is a general outline of the steps RC goes through for employee discipline and or termination. The steps and process may vary slightly depending on the severity of the situation.

Procedures

• Employees are given a verbal warning from the immediate supervisor regarding the situation or behavior. The warning will include the next step in the process if the situation or behavior occurs again. The supervisor will note the discussion and provides those notes to Human Resources.
• Human Resources will meet with the employee and the supervisor to discuss options as to how to improve or remedy the situation.
• If the situation or behavior continues, the employee is given a written warning. The immediate supervisor and Human Resources will meet with the employee to discuss the situation and give the written warning. An employee will receive a maximum of two written warnings depending on the severity of the incident.
• If the behavior continues after a second written warning, the employee will be released from their position.
• If the situation warrants, an employee will be put on a Performance Improvement Plan (PIP), lasting no more than three months. The plan will state specific goals needed to be reached by the employee. If the goals are not reached by the end of the stated time, the employee is released from his or her position. Performance Improvement Plans are only given when it is a job performance related problem; however, they are not always used. Management has to have a desire to keep the employee and have a belief the employee will successfully complete the PIP.