Included herein are standards for the Administration of Disciplinary Action for various types of offenses. The following is not all-inclusive and the disciplinary action selected for a particular offense will be chosen based on the facts of the specific situation taking into consideration any extenuating circumstances.
1. Violation of Safety Practices
The failure to adhere to or follow established safety regulations. This includes the failure to wear safety equipment and performing any unsafe action.
2. Sleeping while on Duty
The observed failure of an employee to remain awake while on duty during the established work shift.
3. Leaving-the-Work-Station without Authorization
The unauthorized absence by an employee from the work station or duty assignment during the established work period, or the leaving of a work station for a lunch or rest period without being properly relieved where that station must be maintained during such period.
4. Use and/or possession of Intoxicants or Non-Prescribed Drugs (controlled substances)
Refer to university policy and procedures on Drug Free Workplace and Drug Testing.
a. Use and/or possession:
5. Misuse of Property or Equipment
The unauthorized use of any State property or equipment for any reason other than for Official State or University business.
6. Careless Operation of State Property or Equipment
The damage or destruction of State property or equipment; may or not result in personal injury.
7. Fighting and/or Aggressive Behavior
Fighting or creating a disturbance which adversely affects morale or production, causes injury to others and/or property, or is detrimental to the maintenance of proper discipline.
8. Insubordination
The deliberate and willful refusal or unwillingness to recognize and accept authority and follow orders and/or directives.
9. Inefficiency or Inability to Perform Assigned Duties and/or Substandard Performance
The deliberate refusal to comply with or complete work assignments by specified deadline/time frame.
10. Horseplay
Actions that are intended to be mischievous or prankish rather than m alicious, but which result in non-work related activities. If personal injury to the person results, more severe disciplinary action, up to and including suspension or dismissal, will be considered on the first occurrence.
11. Falsification of Records
The willful and deliberate misrepresentation or omission of any facts with the intent to defraud or otherwise mislead.
12. Theft or Stealing
The unauthorized taking of any material or property with the intent to keep, sell, or use for personal gain.
13. Threatening and/or Abusive Language
Language that is threatening, profane, vulgar, or abusive toward the public or any state employee.
14. Unauthorized sales, Distribution of Written or Printed Material of Any Kind, or Solicitations on University Property while on Duty
15. Excessive Absenteeism
While it is recognized that employees have an occasional need for absence from work due to legitimate illness, the University has a right to expect that the employee will be available to perform with a reasonable degree of regularity. However, if there is a pattern of absence by an employee, such as consistent absence on the day preceding or following the employee's regularly days off, or absence on the same day of each week or each months, or excessive use of leave, then these absences may be considered excessive.
16. Abuse of Sick Leave
The falsification of absence and/or failure to obtain approval of leave due to personal illness, family illness, or injury.
17. Loafing
Continued idleness or non-productiveness during working hours which diverts the employee from performing his/her assigned tasks. This includes wasting time, engaging in idle talk or gossip, conducting personal business, or excessive personal calls.
18. Excessive Tardiness
The habitual failure to report to work at the established beginning time of the work shift, or the late return to work at the established time after a lunch or rest period.
19. Absence without Authorized Leave
The failure of an employee to request prior approval from his/her supervisor or designee for an absence from work during the established shift or work period, or specified time.
20. Gambling
21. Willful Violation of a Written Rule, Regulation and/or Policy
The deliberate failure to abide by University regulations and/or follow the statutes governing employment by the State of Florida. This may include, but is not limited to, misuse of position, giving or accepting a bribe, discrimination in employment or illegal campaigning.
22. Conduct Unbecoming a Public Employee
Any act that renders an employee ineffective within the University and affects the ability for acceptance by other employees or citizens of the State. Employees are expected to conduct themselves in a manner that will favorably reflect upon the State and the University. The University affirms that what an employee does on his or her own time is exclusive of the employee/employer relationship; therefore, the employee may not be subject to disciplinary action for conduct which occurs on his or her own time. However, such exception is not absolute.
23. Conviction of a Misdemeanor or Felony
When an employee is convicted of a misdemeanor or felony as a result of a crime committed on or off the job and that conviction results in a negative effect on the employee's ability or availability to perform the duties of the job whether immediate or in the future.
24. Neglect of Duty
The carelessness that results in the violation or non-observance of established work rule, law, or assigned duty.
25. Regulations Regarding Unfair Labor Practices
a. Discrimination against a subordinate employee due to union membership, union leadership, and/or support of union activity, or discrimination against a subordinate employee due to failure to join or support a union.
b. Retaliation against any employee due to that employee's filing of any grievance, complaint, or appeal, including the employee's use of informal review processes.
c. Willful violation of written regulations, policies and/or statutes governing the right of public employees to self organize or refrain from such activity, to bargain collectively, and to engage in concerted activities for the purpose of mutual aid or protection.
26. Regulations Regarding Discrimination
a. Discrimination against a subordinate employee on the basis of race, color, sex, religion, creed, national origin, age, handicap or veterans status.
b. Willful violation of the University's Affirmative Action Plan or any other written regulations, policies and/or statutes prohibiting discrimination on the basis of race, color, sex, religion, creed, national origin, age, handicap or veterans status.
27. Sexual Harassment
Conduct of a sexual nature or with sexual implications which interferes with an employee's status or performance by creating an intimidating, hostile, or offensive working environment.
28. Engaging in Concerted Activities to Commit an Offense
If employees engage in concerted activities to commit an offense, then, instead of any other disciplinary action for the specific offense, they may receive disciplinary action for their "concerted" activity. (e.g., slow-down of work, mass call-in alleging sickness).
29. Revealing Privileged Information
To reveal information from case files to unauthorized persons.
30. Use of Corporal Punishment, Mishandling, Verbal or Physical Abuse of a Client
31. Failure to Report Mistreatment of a Client in a Timely Manner
32. Not Reporting Lost or Stolen Properties
The failure to report lost or stolen properties (equipment or keys) or having a duplicate key made for a secured client or unit area.