Discipline & Termination

We are committed to supporting our employees and fostering a positive work environment.

While the majority of our staff excel in their roles, we recognize that there are times when issues may arise. Our approach to discipline and termination is designed to address these issues fairly and constructively.

 Progressive Discipline

Our goal is to help every employee succeed by providing clear guidance and support. Progressive discipline is a structured approach to address performance or conduct issues, aiming to correct behavior and improve performance. This process involves several stages, each intended to provide employees with the opportunity to understand and rectify any issues.

The process starts with identifying specific performance or conduct deficits and could also include training to address these areas. If improvements are not made, consequences may become more serious. It’s important to note that not all issues are treated the same—minor issues, like occasional tardiness, are handled differently from serious misconduct, such as theft or endangerment.

Detailed descriptions of the progressive disciplinary process for TEAMS employees are available online.

 Pro Tip:

If you recognize that you are not performing at the level you know is expected of you, don’t wait for corrective action. If you have a sincere desire to be successful, we encourage you to take the initiative and seek help. Ask your supervisor to provide you with coaching, or see if someone can serve as a mentor to help you. If you know you are struggling, do not wait until you are in trouble. Be proactive and ask for help! Visit the UFHR Employee Relations website for options for seeking guidance in sharing a concern or filing a complaint.

 TEAMS Notice of Non-Reappointment

TEAMS employees may receive a Notice of Non-Reappointment at any time. This notice indicates that the employee’s appointment will not be renewed and is not considered a termination for misconduct. The process follows university regulations and includes a three-month notice period. During this time, the department may offer a reassignment or restructure job duties. Alternatively, employment may be ended immediately with a lump sum payment equivalent to the three-month salary (less taxes).

In the vast majority of cases, employee who receive a Notice of Non-Reappointment are eligible to immediately apply for other positions at UF during and after this period. They will receive written details regarding their reemployment options.

 Investigations and Administrative Leave

UF requires employees to report any concerns about unethical, unsafe or unlawful behavior. When such reports are made, an investigation may be initiated. In some cases, individuals involved in the reported conduct may be placed on administrative leave—paid or unpaid. The duration of administrative leave can vary depending on the complexity of the investigation. For updates, employees may contact Employee Relations. Additional information is available on the UFHR Employee Relations website.

 Prohibition of Retaliation

UF has a strict no-retaliation policy. We encourage employees to report concerns or participate in investigations without fear of retaliation. Retaliatory actions against individuals who report issues or cooperate with investigations are not tolerated and may constitute misconduct. UF is dedicated to protecting all individuals involved in the reporting and investigation process and ensuring the integrity of our procedures.

 For-Cause Termination

Employees may be terminated at any time if found to have engaged in misconduct or if they are unable to perform the essential functions of their position. For TEAMS employees, terminations for cause are governed by university regulations.

 Layoff

Although rare, layoffs may occur due to financial constraints, resource reallocation or organizational changes. Employees will receive at least a 45-day calendar notice before a layoff. Procedures and remedies for layoffs may vary and are outlined by university regulations or applicable collective bargaining agreement.

 Time-Limited Ending

Certain positions are created with specific time limits, such as for the duration of a project or grant. Employees in these time-limited roles will be notified 45 calendar days before the end of their appointment. These positions do not have layoff rights. The nature of the appointment and its time limitations will be clearly stated in the job posting and offer letter.

 Job Abandonment

Employees who are absent without authorization for three or more consecutive workdays without notifying their supervisor may be considered to have abandoned their job and resigned from employment.

It is essential to contact your supervisor if you are unable to work to discuss your situation and any necessary leave. Avoid unintentionally abandoning your job by maintaining communication with your supervisor.