4.2.3 Termination for Failure to Comply with University Policy (Misconduct/Cause)

Policy Section: Termination

Policy Number and Title: 4.2.3 Termination for Failure to Comply With University Policy (Misconduct/Cause)
Applicable to: All Regular Employees
Effective Date: December 15, 2015

Last Update: October 15, 2003

Policy Description

Termination of employment for failure to comply with University policy (misconduct/cause) is a serious matter which requires careful evaluation and the approval of the Office of Human Resources.
Misconduct or breach of discipline which includes, but is not limited to, violence or the threat of violence in the workplace, theft, refusal to perform work, insubordination, acts of discrimination, or lack of respect for others, requires that the supervisor take immediate action.The supervisor should contact the Office of Human Resources immediately following the action. In some cases, the supervisor may need to remove the employee from the workplace without prior consultation with the Office of Human Resources. The supervisor and the Office of Human Resources will decide together if termination is warranted or if less severe disciplinary action is necessary.
Staff members are at-will employees1. 

Application of This Policy

Failure to comply with departmental or University policies or regulations also includes, but is not limited to, chronic or recurring disregard for workplace rules which result in tardiness, excessive absence, or failure to meet work-related reporting requirements. Evidence of an unwillingness to improve may require formal disciplinary action which may ultimately lead to termination. In these instances the supervisor should consult promptly with the Office of Human Resources so that appropriate solutions can be identified. (See: 5.1.4 Disciplinary Procedure.) Except in cases of severe or gross misconduct, the University's disciplinary process is generally applicable.
Collective Bargaining Agreement
Employees represented by a collective bargaining agreement should refer to the specific contract.


Follows appropriate disciplinary procedures, including documentation of incident and meetings with the employee.
Consults with the Office of Human Resources. Investigates alleged misconduct.
Reprimands employee, if warranted, for misconduct. If misconduct is severe, may suspend employee.
Notifies employee of suspension orally and in writing.
Meets with employee to notify of termination and final day in the workplace; confirms termination in writing.
Calculates unused accrued vacation time due to employee. 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 misconduct, and recommends appropriate level of discipline.
Counsels with employee and provides information about the University grievance procedures to employee.
Reviews and processes Termination/Retirement Form.


Office of Human Resources
(609) 258-3300

Update Log

December 15, 2015: Clarification of at-will employment

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.