Regular status professional and support staff may be terminated from employment because of misconduct or failure to maintain appropriate work performance standards.

Normally, termination is preceded by corrective action (see Policy 62, Corrective Action ) unless unsatisfactory performance or misconduct warrants immediate dismissal.

II. Related Policies, Contract Articles and References

1. Personnel Policies for Staff Members (PPSM) - employees not covered by a collective bargaining agreement
   
   
• PPSM 65 - Termination of Career Employees - PSS
  

III. Authority

A supervisor may terminate an employee after consultation with the department head and Labor Relations. A supervisor at the level of department head may terminate an employee after consultation with Labor Relations.

IV. Criteria

When termination is for failure to maintain appropriate work performance standards, at least one written warning shall precede the termination.

Termination for misconduct does not require a written warning. Examples of misconduct include, but are not limited to, dishonesty, theft, or misappropriation of University property, fighting, and insubordination, acts endangering others, job abandonment, and other serious misconduct.

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