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Policies for Temporary Employees

Corrective Action
Temporary 3.10

Revised November 17, 2008
Changes indicated in red font.

This policy applies to all Temporary employees.

A. Policy

Temporary employees are employed at the sole discretion of the employing department and may be released from employment at any time without cause. They also do not serve a formal probation or new-employee evaluation period.

B. Guidelines

  1. It is encouraged that the progressive nature of corrective action generally be applied to Temporary employees. In this context, the goals of corrective action are to improve employee performance and correct employee behavior while maintaining the individual's employment. However, it is the department's decision whether to take corrective action and what action to take. Corrective actions are not subject to the problem or grievance procedure.

  2. In general, this means that lesser forms of corrective action are used first to attempt to resolve the issue. These actions could include oral or written warnings. Most workplace performance problems are resolved by informal discussion between the supervisor and the employee.

  3. More severe actions, up to and including termination, are used when other actions have been ineffective in improving performance to a satisfactory level.

  4. This approach also recognizes that suspension without pay or termination may be the first and appropriate action to take in cases of severe or major infraction of university policy.

  5. Formal disciplinary action should be documented in the department's personnel files with a copy provided to the employee. Contact the campus human resources office to discuss if a specific form should be used.

  6. Terminations of a Temporary employee for any of the following situations should be reviewed with the campus Human Resources office before the termination:

    1. Workplace violence as contained in the policy "Threatening or Violent Behavior in the Workplace."
    2. Sexual harassment as covered in the "Policy Against Sexual Harassment."
    3. Falsification--examples include falsification of time cards, applications for employment, reimbursements or ghost employment.
    4. Misuse of university property--taking or using university property or the property of students, employees, or visitors without permission for personal gain or benefit; theft.
    5. Gross misconduct--used for extremely serious situations when none (or more than one) of the specific reasons listed above applies.

 

Word version of Staff Report: http://hr.iu.edu/pubs/forms/bloomington/SR.docx

PDF of Staff Report: http://hr.iu.edu/pubs/forms/bloomington/SR.pdf

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University Human Resources
Last updated: 27 June 2013
URL: http://hr.iu.edu/policies/
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