Rules Of Conduct Temple University Human Resources Department

Rules of Conduct Complements Temple University's Employee Manual Provides Temple University’s expected standards of conduct and work performance Sets appropriate disciplinary action when Temple University’s standards are not met

Rules of Conduct Replaces “Work Rules” as of July 1, 2006 Applies to all Temple employees, including non-union employees

Standards Addressed Employment Absenteeism Lateness Time Records Production Temple Equipment & Property Behavior

More on Standards Addressed Rules of Conduct are not all-inclusive Department policies remain in effect unless they contradict the Rules of Conduct

Categories of Violations Rules of Conduct categorized based on their seriousness There are four categories: A, B, C & D Progressive discipline is followed through each category, with a particular focus on the previous twelve months.

Category “A” Violations Addresses lateness and absenteeism – If absent six or more times, corrective action begins – If late six or more times, corrective action begins Occurrences – Full and half occurrences – Four or more rule – Compliance with FMLA

Corrective Actions, Category “A” First Disciplinary ActionGeneral counseling/awareness Second Disciplinary ActionVerbal counseling Third Disciplinary ActionWritten Warning Fourth Disciplinary ActionFinal written warning Fifth Disciplinary ActionThree-day suspension w/out pay Sixth Disciplinary ActionTermination

Category “B” Violations Addresses serious violations Greater penalties (See Corrective Actions Chart, page 5) Special rules for Chronic Sick Day Abuse Excessive sick day abuse or lateness resulting in suspension two years in a row may be grounds for discharge

Corrective Actions, Category “B” First Disciplinary ActionWritten warning Second Disciplinary Action Three-day suspension w/out pay Third Disciplinary ActionTermination

Category “C” Violations Addresses more serious violations Greater penalties (See Corrective Actions Chart, page 5) Corrective Actions First Disciplinary ActionThree-day suspension w/out pay SecondTermination

Category “D” Violations Addresses most serious violations Greater penalties (See Corrective Actions Chart, page 5) Corrective Action First Disciplinary Action Termination

Enforcement Supervisor is responsible for enforcement Call Employee/Labor Relations for guidance, especially in time lost cases

Disciplinary Report All discipline for union and non-union employees should be on disciplinary report Original to employee First copy to HR & Labor Relations if discipline at the level or written warning or above Second copy to union, if union employee Third copy to supervisor

Human Resources Contact Numbers Employee Relations (Non-Union Employees) – Labor Relations (Union Employees) – HR Generalist – Organizational Development & Training –