4.2.1 Termination During the Probationary Period

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.)

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.)

 

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