Employees should not engage in any unlawful or unethical activity, including, but not limited to activity either on KSU's property or off the job, since such activity can adversely affect the University's reputation.
A Safety program has been implemented to ensure that everyone understands the importance of safety and to prevent employees and visitors from getting injured. Everyone is expected to follow the rules outlined in the safety policy.
The University administers a progressive discipline policy designed to help employees correct work performance or conduct that has become unsatisfactory. The emphasis is on working out problems and restoring harmony and productivity to the work environment. The University may impose only one penalty on an employee for the same offence. External offenses, unless related directly to work or the University, will also be subject to civil or criminal procedures by the competent authorities. This policy applies to full time and part time staff employees who have completed the introductory period.
Taking Corrective Action is required when employees fail to correct behavior or performance problems after one or several discussion(s) with their manager/supervisor, depending on the severity of the infraction. Typically, each action taken, at each level of the progressive process, is more severe in consequence if the behavior/performance is not corrected. Certain work rule violations or behaviors may warrant immediate termination, depending on their seriousness. The University reserves the right to terminate an employee at any time.
Corrective action should be taken as soon as possible after the occurrence of an offense. The employee's immediate supervisor and OHR are responsible for promptly and thoroughly investigating offenses and obtaining and considering all relevant facts, including any mitigating circumstances.
This step is required when the supervisor has held informal discussions with an employee regarding a work habit, behavior, or work performance problem and he or she fails to correct the problem. A private discussion should be held and documented with the employee describing the behavior or performance issue that needs correcting. The responsibility for a plan of corrective action should rest primarily with the employee although it is appropriate to ask the employee if he or she needs any help from his or her supervisor.
The employee should know that this is a formal corrective action and will be documented and put in his or her personnel file. A supervisor may counsel an