Final Decisional Conference

Once an employee has received one or two written reminders (depending on the severity of the violation), the employee has one final opportunity to recommit to the institution. A meeting is held with the employee to discuss the seriousness of the matter. The employee is given an Employee Contract. The Employee Contract must contain:

  1. A brief description of the problem.
  2. Clearly defined expectations (a copy of the employee's current job description should be attached).
  3. A closing statement which includes, "your signature acknowledges your commitment to fully acceptable conduct, attendance, and performance in every area of your job, whether related to this issue or not, since any future violations
    could result in disciplinary action, up to and including termination."

At the end of the meeting, the employee is asked to take the contract home and report to the supervisor on the next work day at the beginning of his/her shift with his/her decision. If the employee wants to sign the contract in the meeting, the supervisor should reiterate that this is a final warning and the employee needs to take time to consider his/her decision. When the employee reports to the supervisor the next work day, he/she either signs the contract and commits to meeting the University's expectations or accepts the consequences for his or her failure to meet established performance standards.

The Employee Contract requires Appointing Authority approval. If an employee disagrees with the facts presented in the contract, he/she may file a grievance in accordance with PS-80. The Appointing Authority reserves the right to place the employee on a suspension without pay or a reduction in pay in lieu of the Employee Contract or if the employee refuses to sign the contract. The employee may also be subject to termination if he/she refuses to sign the contract.

  1. Suspension without pay - An enforced leave of absence without pay for a specified period of time. Suspensions without pay require Appointing Authority approval and are appealable to the Civil Service Commission.
  2. Reduction in pay - An enforced reduction in the employee's pay normally  determined by assessing the cost of a suspension and then reducing the employee's pay over several payroll periods. The reduction in pay is a severe penalty, in that, the employee is expected to perform his/her duties but must do so for a lesser amount of pay. Since reductions in pay are figured on base pay, both retirement contributions and over-time are figured at a lower rate of pay. Reductions in pay are for a specific period of time. However, no employee may be reduced in pay below the minimum/entry pay for the job title/classification he/she occupies. Reductions in pay require Appointing Authority approval and are appealable to the Civil Service Commission.


Contact an Employee Relations Team Member.