Corrective Action Procedures (Exempt)
The University expects a high level of performance, professionalism, and accountability from each individual exempt employee. An exempt employee is expected to maintain a routine work schedule, however, due to the nature of the work being performed hours may vary on occasion. Communication between managers and exempt staff regarding performance and attendance/punctuality issues should occur on a regular basis. There is a formal, annual performance review process that will address specific areas for improvement.
While communication of performance and attendance/punctuality problems may be done verbally, it also should be documented in writing as a resource for future reference if needed. Failure to meet communicated standards and expectations, or any kind of gross misconduct by an exempt employee, may result in discipline up to and including termination of employment. Depending on the particular circumstances, termination may occur for a first offense.
Exempt employees should discuss any issues and concerns that arise throughout the year with their immediate supervisor and, if unresolved, with the next level of management and up the appropriate chain of command. The appropriate Vice President or the Office of the Provost will provide the University’s final response to any issue involving an exempt employee. The nonexempt Corrective Action Procedure and the Complaint Procedure for Nonexempt Staff do not apply to Exempt staff.
