It is occasionally necessary for the University to discipline, suspend, and/or discharge an employee. Reasons for discipline, up to and possibly including immediate termination include, but are not limited to:
violation of University or departmental policies/rules/conduct
failure to properly perform assignments as determined by the University
theft (including the theft of such University resources as computer time)
drinking alcoholic beverages on the job
use of drugs in violation of the Controlled Substance Act, including marijuana as defined by federal law
conduct unbecoming of a University employee
retaliation - an adverse action taken against an employee to punish them for engaging in a legally protected activity
conduct on or off the job site that impairs the employee’s ability to perform their job duties
Since situations vary, supervisors must consult with the Human Resources prior to initiating any formal disciplinary action, including suspension and/or termination. Supervisors who informally address low level misconduct that does not rise to the level of formal discipline should share that with their Human Resources consultant to help ensure consistency across the institution.
Human Resources will assist supervisors to ensure the consistent interpretation of current policies, procedures, contractual obligations and/or precedents set by the University.
An individual can request accommodations related to participating in the disciplinary
process by contacting Institutional Equity as soon as possible so that appropriate
arrangements can be made. From more information go to: https://www.mtu.edu/equity/
If it is determined that misconduct or poor performance has occurred, the supervisor and Human Resources will determine appropriate corrective action. Disciplinary sanctions range from verbal or written warnings, probation, suspension, or termination from the University employment, and/or termination of tenure for serious or repeated violations.
This discipline will be determined in accordance with University policies, practices, and procedures and any applicable collective bargaining agreement.
Employees who have a concern about the outcome of any disciplinary actions may be able to seek further assistance through the Employee Complaints and Grievance policy and procedures, the Policy on Academic Tenure and Promotion, or their applicable bargaining agreement or contract.
The University will make every reasonable effort to maintain privacy for all parties involved and the confidentiality of information received to the extent allowable in accordance with state and federal laws and University policy. Timely cooperation is expected of all involved parties throughout the process.
Any individual who knowingly files a false complaint under this policy, provides false information, misleads, or withholds available requested information from HR and/or University officials who are looking into the issue(s), may be subject to disciplinary and/or corrective action.
Michigan Tech reserves the right to modify this policy at any time. In the event that this policy becomes inconsistent with applicable legal requirements, the legal requirements will be followed. Human Resources and the Institutional Equity will review this policy annually.