The move to discharge an employee should only be invoked when all other problem-solving and corrective efforts have failed or in those situations where an action is so egregious that discharge is appropriate.
When discharge is recommended for a series of minor discipline violations, the employee’s record should contain accurate documentation of all previous discipline. If the employee is discharged primarily for one violation, the supervisor should be certain that the reason for the discharge conforms to the University’s criteria of a major infraction, and further that the supervisor’s case is supportable by a well-documented record of the violation. It should be clear when reviewed by campus administrators and/or appealed to arbitration or some other legal forum.
The decision to discharge an employee is solely the responsibility of the Office of Human Resources on the basis of recommendations from supervisors.
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