SDSU Research Foundation has established guidelines concerning standards of conduct and work rules for the benefit and protection of the rights and safety of all employees and to assist in the orderly and productive operation of each department or project.
The inappropriate conduct or infractions of work rules listed below normally call for some form of disciplinary action. In some cases, the action may result in either verbal or written warnings or reprimand, followed by suspension and discharge if repeated. In other cases, the employee may be subject to immediate discharge. All disciplinary actions are at will and do not require prior notice. Only human resources has the legal authority to impose discipline such as suspension, demotion or discharge.
The types of misconduct or infractions identified below are merely examples of conduct that may lead to disciplinary action. They are not a complete list of all types of conduct that can result in disciplinary action, up to and including discharge.
The following violations are examples of actions, which normally result in immediate discharge without warning:
- obtaining employment based on false or misleading information
- falsifying information in, or making material omissions in, any documents or records
- deliberate or reckless action that causes actual or potential injury, loss, destruction or damage to SDSU Research Foundation or university property or supplies, or the property of another employee, or visitor
- theft or unauthorized removal from SDSU Research Foundation or university premises of property that belongs to or is in the possession of SDSU Research Foundation, the university, another employee, or a visitor
- threats of violence
- bringing or possessing firearms, weapons, or any other hazardous or dangerous devices on SDSU Research Foundation or university property without proper authorization
- absence of three (3) or more days without authorization from either the appropriate supervisor or human resources
- failure to return from an authorized leave of absence on the date such a leave ends
- misuse of funds or property
- disclosure of confidential information
- falsifying or destroying any time-keeping record
- fighting or provoking a fight, threatening, intimidation or coercing any person on the job or on SDSU Research Foundation or university property
- working under the influence of alcohol, narcotics, illegal drugs or other intoxicants
- violation of the Drug Free Workplace Policy or Alcohol Policy
- discrimination prohibited by law
- harassment; especially sexual, racial or other harassment prohibited by law, to include behavior or language offensive to others.
The violations listed below are examples of actions, which may result in immediate discharge, particularly if repeated or uncorrected, but would often, depending upon all pertinent facts and circumstances, result in other forms of disciplinary action:
- unsatisfactory job performance as defined by the cognizant supervisor
- failure or refusal to perform the normal and reasonable duties of the position as assigned by a supervisor, or failure or refusal to perform work in the manner described by a supervisor
- carelessness or negligence when performing duties
- lack of cooperation
- excessive or unauthorized absence from or tardiness to work
- abuse of lunch or break periods
- leaving one's job during working hours without obtaining permission from the appropriate supervisor
- working unauthorized overtime
- non-compliance or disregard of any established safety rule
- violation of any safety, health, security or policies, rules or procedures of SDSU Research Foundation or the university
- failure to follow SDSU Research Foundation policies as outlined in this guide or any newly instituted policies.
Disciplinary action against any SDSU Research Foundation employee may be recommended by a PI or supervisor; however, all such actions must be approved by human resources. Disciplinary action may include written warning, denial of a merit award, suspension, demotion, and dismissal.
If a warning is given, it normally begins with a verbal warning. Verbal warnings should be given in a private setting where they may not be overheard by the general public or the employee's co-workers. Documentation of warnings will normally include:
- the date conversation occurred
- the specific work-related reason for the warning
- the PIs statement of what change in behavior is expected and the specific action that must be taken by the employee to meet those expectations
- a specific follow-up date when the problem will be reviewed
- if written warning, the signatures of the PI and the employee.
If, after a reasonable length of time, there is no improvement or correction of the problem following appropriate verbal and/or written warnings, an employee may be suspended or dismissed by human resources.
SDSU Research Foundation reserves the absolute right to initiate the form of discipline it deems to be appropriate. Nothing in this policy alters SDSU Research Foundation’s policy of at will employment. Either SDSU Research Foundation or an employee may terminate the employment relationship at any time for any reason.
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