Human Resource Services

Standards of Performance and Conduct

 

Standards of Performance and Conduct: USPS

The University of Florida encourages all staff members to contribute to a positive and productive environment in which to work and learn. With this in mind, the university has established Standards for Performance and Conduct. These standards seek to help administrators, supervisors, and employees understand and interpret the university’s expectations of its work force. Questions about performance and conduct standards should be directed to the appropriate human resources satellite office. Consultation services also are available.

While the majority of university employees never need discipline, exceptions do occur. Disciplinary actions may include oral reprimands, written reprimands, suspensions, and dismissals, depending on the severity of the offense. Management, in accordance with applicable policy, has the discretion to determine the degree of discipline to administer for a particular offense.

The university’s Standards for Performance and Conduct shall govern the manner and extent to which disciplinary action is taken, except that greater or lesser penalties may be imposed depending upon the seriousness of the offense and any aggravating or mitigating circumstances or as otherwise required by law.

To ensure equity in disciplinary action, the following categories act as guidelines for the university administrator and supervisor:

The university also reserves the right to consider other discipline-related offenses collectively when in the best interest of the University of Florida. As a result, we all benefit from stronger employer-employee relationships at the University of Florida.

For additional information about disciplinary issues, please refer to university regulations or consult your supervisor or local human resources satellite office.

In instances where regulations conflict with policies and procedures as outlined in this handbook, please contact a human resources satellite office or other appropriate section in Human Resource Services.

For additional information about some of these issues, please see the TEAMS and USPS Employee Handbook. Off-the-job offenses of habitual drunkenness or drug addiction as well as conviction of any crime other than minor traffic violations also may result in disciplinary action.

Standards of Performance and Conduct: TEAMS

The appointment of a TEAMS employee may be terminated or suspended with or without pay for just cause, except that lesser penalties may be imposed depending upon the seriousness of the offense and any aggravating or mitigating circumstances or as otherwise required by law. Just cause is defined as incompetence; misconduct, whether on or off the job; or unsatisfactory performance of assigned duties.

Management, in accordance with applicable policy, has the discretion to determine the degree of discipline to administer for a particular offense. Disciplinary actions may include oral reprimands, written reprimands, suspensions, and dismissals, depending on the severity of the offense.