4.2.1 Termination During the Probationary Period

Policy Section: Termination

Policy Number and Title: 4.2.1 Termination During the Probationary Period
Applicable to: All Regular Biweekly-paid Employees
Effective Date: December 15, 2015

Policy Description

Newly-hired biweekly paid employees have a 90-day probationary period, during which time their work performance is evaluated. The process of formal discipline does not apply to probationary employees who may be dismissed at any time. Probationary employees may not use the formal grievance panel. (See: 5.0.1 Probationary Period.)

Staff members are at-will employees1.

Application of this Policy

If there is agreement that termination is warranted, employment should be terminated and the employee may be given one week's pay in lieu of notice of termination.
If there is poor performance, or there is an incident or incidents of failure to follow University policy, the supervisor should consult with the Office of Human Resources.
Employees represented by a collective bargaining agreement should refer to the specific contract.


Identifies patterns of unsatisfactory work performance and discusses problem and ways to improve with employee.
Consults with the Office of Human Resources if unsatisfactory work continues.
Meets with employee to notify of termination and final day in the workplace; confirms termination in writing.
Prepares Termination/Retirement Form and forwards to the Office of Human Resources.
Verifies forwarding address with the employee and forwards records of terminating employee to the Office of Human Resources for inclusion in the personnel file.
Collects keys, identification card, documentation where appropriate, and other University property from terminating employee.
Advises employee that all library materials should be returned prior to effective date of termination. (See: 4.0.2 Return of University Property.)
Office of Human Resources

Consults with supervisor on employee's unsatisfactory work performance.

May counsel with employee on improving work performance. 

Reviews and processes Termination/Retirement Form.


Office of Human Resources
(609) 258-3300
Last revised October 15, 2003. Clarification of at-will employment (December 15, 2015).
Employees who are members of a collective bargaining unit should first refer to their union contract for guidance on any of the policies, procedures, practices or benefits described in this policy manual. If the union contract does not specifically address the policy, procedure, practice, or benefit, then the employee may infer that the description in this policy manual applies to the employee. In the event of a discrepancy between this manual and a collective bargaining agreement covering employees who are represented by a union, the terms of the bargaining agreement will govern.