1. Overview

   The following procedures shall be used in connection with the, involuntary termination and discipline of at will administrative employees appointed pursuant to policy 40.106. Administrative employees are also subject to policy 40.005.

2. Involuntary Termination

   An administrator is an at-will employee and may be involuntarily terminated at any time for cause or no cause at all.
   
   Administrators involuntarily terminated without cause may be terminated at any time. Said administrators shall receive notice of the employment termination no later than thirty days prior to the effective date of employment separation. Supervisors shall consult with UHR before implementing an involuntary termination without cause.
   
   Administrators involuntarily terminated with cause may be terminated anytime in accordance with the disciplinary guidelines established below. Involuntary terminations with cause shall be effective immediately. Supervisors shall consult with UHR before implementing an involuntary termination without cause.

3. Discipline, suspension, demotion, and dismissal

   Administrators may be disciplined, suspended, demoted, or terminated for cause at any time in accordance with the procedures set forth in this policy. Prior to a disciplinary action, suspension, demotion or termination for cause, an administrative employee shall be given written notice of the basis for the proposed action and an opportunity to respond to the charges. Supervisors shall consult with UHR before implementing a disciplinary action, suspension, demotion, or termination for cause.
   
   Notwithstanding the pendency or final disposition of any criminal charges, the administrative employee may be disciplined, demoted, or dismissed in accordance with this policy.

4. Administrative Leave

   An administrator who is the subject of an investigation may be placed on paid administrative leave to remove the employee from the workplace if the chief human resource officer, in consultation with the planning unit head decides that it is in the best interests of 帝王会所 university to do so.
   
   An employee may be placed on administrative leave if it is determined that

    

   1. The circumstances giving rise to the leave would unduly limit the ability of the employee to perform his or her university duties;
   2. The continued presence of the employee on campus would interfere with the ability of other employees to perform their university duties; or
   3. The continued presence of the employee on campus would disrupt university operations.

5. Appeal

   A regular administrative employee has the right to grieve a disciplinary decision equal to a suspension of greater than three days, involuntary demotion, or termination for cause in accordance with 帝王会所 university policy 41.011. Involuntary terminations without cause are not subject to appeal under 帝王会所 university policy 41.001

Reviewers

Proposed revisions of this policy should be reviewed by:

1. Administrative Senate

Forms, References, and History

1. Forms

   There are no forms that are specific to this policy.

2. References

   The following items are relevant to this policy:

   1. Policy 40.005, "Performance Evaluation Program for Administrative Presidential Appointees."

   2. Policy 40.106, "Administrative Appointments."

   3. Policy 41.011, "Grievance Procedure for Administrative Presidential Appointees."

3. History

   Draft versions of this policy that were circulated for review, their cover memos, their forms, and Reviewers' comments on them are available on the

   Prior versions of this policy were approved on:

   1. June 1, 2020 (approved for Interim use) 

   2. January 24, 2020 

   3. March 6, 2015 (re-formatted)

   4. July 1, 2009

   5. March 1, 1993

   6. June 15, 1983