Staff involuntary termination

The purpose of this Staff Involuntary Termination Policy is to provide an effective and equitable process for the termination of staff employees dues to misconduct, unsatisfactory performance, and/or behavioral issues.

Every Lynn University staff employee has the status of “employee-at-will,” meaning that no one has a contractual right, express or implied, to remain in Lynn University’s employ. Lynn University may terminate an employee’s employment, or an employee may terminate his/her employment, without cause, and with or without notice, at any time for any reason. No supervisor or other representative of the University (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above.

Not Applicable.

Any employee whose conduct, actions, or performance violates or conflicts with Lynn University’s policies may be terminated immediately and without warning. Supervisors must receive approval from the appropriate area Vice President and Employee Services before terminating an individual’s employment.

The following are examples of grounds for immediate termination of an employee which may be applied at the discretion of Lynn University management:

1. Deliberate non-performance of work;

2. Unsatisfactory performance, including negligent or careless work or neglect of duty or conduct that does not meet the requirements of the position;

3. Willful involvement in, concealment of, or failure to report to management a potential or actual professional liability claim;

4. Falsification of Lynn University records, including time records, the employment application, and other employment records, or refusing to provide timely evidence confirming credentials;

5. Any act or conduct that constitutes fraud or dishonesty against Lynn University, its employees, its students, and those third parties with which it conducts business;

6. Violation of the Drug and Alcohol Free Workplace Policy;

7. Theft, abuse, misuse, marring, defacing or other willful damage to any supplies, equipment or property of Lynn University, the property of other employees, or the property of parties with whom Lynn University conducts business;

8. The involvement with a student that is in conflict with the Romantic or Sexual Relationship policy;

9. Possession of weapons on University property or University vehicles;

10. Fighting, provoking a fight, or threatening other employees, students etc. or other serious breach of acceptable behavior;

11. Unsatisfactory attendance or tardiness;

12. Failure to report injuries that impact your ability to perform your job to appropriate supervisors;

13. Insubordination, for example, disregarding or refusing to comply with instructions given by authorized persons or refusal to perform work as directed;

14. Acting in a manner that has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment, including sexually harassing another employee or student;

15. Failure to cooperate in an investigation conducted by the University or University-designated agents;

16. Misappropriation of Lynn University funds or other assets of Lynn University;

17. Conviction of a felony;

18. Gross negligence;

19. Violation of the Sexual and Gender-Based Misconduct*, Anti-Bullying, and/or Discrimination and Harassment policies;

20. Larceny or unauthorized possession of, or the use of, property belonging to any co-worker, visitor, or customer of Lynn University;

21. Unauthorized possession, use or copying of any records that are the property of Lynn University;

22. Gambling, conducting games of chance or possession of such devices on the premises or during work hours;

23. Violation of NCAA regulations;

24. Sleeping on duty.

This list is intended to be representative of the types of activities that may result in corrective action. It is not exhaustive, and is not intended to be comprehensive and does not change the employment-at-will relationship between the employee and the University. The University reserves the right to decide when an employee’s conduct is detrimental and the nature of the corrective action imposed regarding such conduct, up to and including termination.

In the event of termination for misconduct, some benefits terminate at the end of the month, and others at the end of employment. COBRA may not be available to anyone dismissed from Lynn University for gross misconduct as defined under the law.

Teaching and research fellows, doctoral and graduate assistants, tutors, interns, and any other students who perform work-related functions for the University are also subject to this policy.

*Note: Incidents of sexual and gender-based misconduct will be investigated and resolved pursuant to the Lynn University Sexual and Gender-Based Misconduct Policy.

To learn more about this policy or the supporting procedures, please contact Employee Services