Conduct and Disciplinary Action

AFU has a right to expect a certain standard of behavior from its staff members. Safety, productivity, and human relations are at stake. AFU work force deserves an impartial, fair, and firm method of handling disciplinary action for the protection of each person’s own rights and safety, as well as that of fellow staff members. This policy lists AFU guidelines for handling disciplinary problems and sets forth rules of conduct and action to be taken when violation of these rules occurs. AFU expects each staff member to act in a mature and responsible manner at all times. A non-exhaustive list of examples of inappropriate conduct, which may lead to discipline, up to and including termination of employment, is set forth below. The fact that a particular behavior is not included on the following list does not mean that it is acceptable or appropriate in the workplace, or that it will not result in disciplinary action, up to and including dismissal. AFU has the right to discipline or discharge staff members for other grounds not included in the following list:

1. Professional ethics and cultural norms
   Staff members are required to seek and to state the truth as one sees it. To this end, the employee devotes time and energy to developing and improving competence in their work. The employee accepts, as well, the obligation to exercise critical self-discipline and judgement in performing his/her job. Employees are expected to interact in an atmosphere of mutual respect, with integrity, honesty, and regard for freedom. They should work with each other responsively in the day-to-day activities that further the mission of AFU. Staff members should be professional in their relationships with students, maintain respect for the students and should be appropriately available to students whenever they are in need to them.
2. Unacceptable Conduct
   • Falsification of the employment application or any other work, the unauthorized removal of information, or the release or disclosure of confidential information.
   • The making or publishing of false, vicious, or malicious statements concerning the administration of AFU.
   • Being other than drug-free or alcohol-free when reporting to work or while on the University premises, while conducting university business, or during working hours.
   • Use, possession, manufacture, distribution, dispensation, transfer, receipt or sale of illegal drugs or drug paraphernalia, alcohol, or an unauthorized controlled substance while on the University campus, while conducting university business, during work hours, or while in vehicles supplied by the University.
   • Tardiness or unauthorized absence.
   • Unauthorized use of the University equipment.
   • Damage, destruction, or defacement of the University property or the property of another associated with the University.
   • Theft from the University, Faculty, Fellow staff, students
   • Transportation of, possession of, or use of firearms, explosives, or other weapons while on the job or while on the University premises.
   • Refusal to follow directions assigned by a unit head or insubordination.
   • Acts of dishonesty.
   • Swearing, use of abusive or profane language, or disrespectful conduct towards management, the administration or an administrator, other, Staff member, Faculty or students.
   • Disregard for laws and/or safety rules.
   • Unsatisfactory, careless, or poor work or failure to meet production or quality standards.
   • Inability or unwillingness to work harmoniously with others
   • Behavior; fighting, threatening, intimidating, coercing, harassing or engaging in any act of violence towards fellow Staff members, Faculty, unit heads, students, or others while working or while on the University premises.
   • Violation of the University’s anti-discrimination, anti-harassment or any other rule or policy of the University.
   • Excessive personal calls while on the job
   • Stopping work before the time specified, leaving work before the end of a work day, taking unauthorized breaks, or not being ready to work at the start of the work day, without prior authorization from the unit head.
   • Sleeping on the job, loitering or loafing during working hours and chronic wasting of time.
   • Immoral conduct or indecency.
   • Consumption of alcohol or illegal substance while on the job.
   • Discriminatory behavior or prejudicial attitude
3. Guidelines for Handling Disciplinary Problems
   Each supervisor is responsible for ensuring that all staff members follow the established work rules. All staff members are obligated to follow the same set of rules. Where appropriate, a staff member will be given notice that a continuance of improper action can bring about further disciplinary action, up to and including discharge. A report (in writing) will be made of all oral warnings given and disciplinary measures taken. A written report of disciplinary action will become a part of the staff member’s record. A staff member who engages in unacceptable behavior may be disciplined up to and including termination of employment. Disciplinary action can take any one of the following forms:
4. Verbal Warning:
   Usually given for first time or minor concerns. A verbal warning is instructive and informs the staff member that additional occurrences will lead to further discipline, up to and including termination of employment. When a verbal warning is given, the supervisor will typically review the facts with the staff members and inform the staff member that further disciplinary action can occur, if another violation occurs. Written confirmation of the verbal warning is given to the staff member and placed in the staff member’s personnel file.
5. Written Warning:
   Usually given for more serious or repeated concerns. A written warning notifies the staff member that additional occurrences will lead to further discipline, up to and including termination of employment. When a written warning is given, the unit head will typically review the facts with the staff member and inform the staff member what action will be taken if another violation occurs. The staff member will be asked to sign the written warning and may make written comments on the disciplinary form. A copy of the written warning is given to the staff member and another copy is placed in the staff member’s personnel file. A record of the meeting with the staff member is to be prepared and placed in his/her personnel file.
6. Suspension:
   Suspension without pay may occur for more serious or repeated concerns, or if both verbal and written warnings have been given to the staff member within the past year. A staff member may also be suspended when all the facts relating to an alleged violation of the University policy or rules are not available and AFU needs to investigate. In this situation, the supervisor may suspend the staff member while the investigation is being conducted and until a final decision is made as to whether a violation occurred and what discipline is appropriate. When an investigation is conducted, AFU will attempt to gather the facts as promptly as possible. A meeting will be scheduled with the staff member, which will typically include the staff member’s supervisor and the Human Resources Head. At this meeting, the staff member will be given the opportunity to state his or her position. Once all of the facts are gathered, a determination will be made as to whether a violation occurred and what discipline is appropriate. If it is determined that the suspended staff member committed no violation of any policy or rule, the staff member may be placed back in his or her position. The length of any suspension without pay will depend on the seriousness of the offense or the time necessary to conduct an appropriate investigation. When a suspension is imposed, the staff member will be notified of the suspension and will be notified of further disciplinary action that may occur if another offense takes place.
7. Discharge:
   Staff member may be discharged from employment due to a very serious concern or for performance or conduct that is not corrected by previous discipline. AFU reserves the right to use any of the forms of discipline set forth above in any order, as AFU, in its sole discretion, deems necessary and appropriate, after considering the seriousness of the matter and the surrounding circumstances. In addition, the staff member may issue more than one instance of the same type of discipline to the University, as it deems necessary or appropriate, in its sole discretion. Discipline may begin with any one of the forms of discipline listed above, including dismissal, as the University in its sole discretion deems appropriate.