All staff employees (“hereinafter employees”) are expected to meet Lynn University’s standards of work performance. Work performance encompasses many factors, including attendance, punctuality, personal conduct, job proficiency, and general compliance with the University’s policies and procedures. If an employee does not meet these standards, the University may, under appropriate circumstances, take corrective action, other than immediate termination.
Standards of Work Performance—encompasses many factors, including attendance, punctuality, personal conduct, job proficiency, and general compliance with the University’s policies and procedures.
I. Types of Discipline and Corrective Action
The intent of corrective action is to formally document problems while providing the employee with a reasonable time within which to improve work performance. The process is designed to encourage development by providing employees with guidance in areas that need improvement such as poor work performance, attendance problems, personal conduct, general compliance with the University’s policies and procedures and/or other disciplinary problems.
Where Lynn University believes that an infraction of written or unwritten standards or practices, including failure to maintain high standards of performance, may have occurred, Lynn University may take any of the following actions, at any time and in any order:
• Oral warnings;
• Written warnings;
• Probationary periods;
• Suspension with or without pay;
Lynn University reserves the right to discipline or terminate an employee, without warning, for any reason or no reason, even if the action constitutes a first offense.
II. Written Warnings
Generally, the supervisor should discuss a significant problem and present a written warning to the employee in the presence of an Employee Services representative. This should identify the problem and outline a course of corrective action within a specific time frame. The employee should understand both the corrective action and the consequence (i.e., termination) if the problem is not corrected or recurs. The employee should acknowledge receipt of the warning and include any additional comments before signing it. A record of the discussion and the employee’s comments may be placed in the employee’s personnel file in Employee Services, at the discretion of Employee Services.
Employees who have had formal written warnings are not eligible for salary increases, bonus awards, promotions or transfers during the warning period.
To learn more about this policy or the supporting procedures, please contact Employee Services
Policy updated on: Oct. 24, 2018