Performance Concerns & Employment Termination
Graduate Assistants will have clear employment expectations set by their supervisor at the start of employment. These expectations should include but are not be limited to the scope and responsibilities of the position, the process for evaluation, the hours that the graduate assistant is scheduled to work, the absenteeism policy, and immediate causes for termination.
Immediate causes for termination include but are not limited to those listed in the Professional Misconduct section. If a graduate assistant is terminated for an immediate cause, the supervisor and student should meet face-to-face, and the supervisor should formally document the reason for termination. At this point, the hiring unit will complete termination paperwork, and the tuition waiver will be rescinded.
In the event that the Graduate Assistant is not meeting other expectations identified by the hiring unit, the following steps should be taken.
- VERBAL WARNING
The supervisor and graduate assistant meet face-to-face, and the supervisor explains the performance concern in an informal performance counseling session. The graduate assistant has the opportunity to ask clarifying questions. Following this verbal conversation, the supervisor sends the student an email or other written notification summarizing the conversation, including what actions are needed to rectify the performance concerns, the timeline for the expected remedy, and the next steps that will occur if the issue is not resolved.
- WRITTEN WARNING
If the graduate assistant continues to fail to meet expectations, the supervisor will meet with the graduate assistant and formally note the performance concerns, the required solution, the final deadline for resolution, and that termination will occur if the issue is not satisfactorily resolved. At the end of this meeting, both the supervisor and the graduate assistant should sign the formal document and a copy should be given to the graduate assistant and the Chair/Director of the unit. The supervisor retains the original. The next step following a written warning is termination.
- TERMINATION
If after following the above steps the graduate assistant fails to meet the expectations of the position, they may be terminated. Termination should occur through a face-to-face meeting. The process should be formally documented. At this point, the hiring unit will complete termination paperwork and the tuition waiver will be rescinded.
Causes justifying discharge include but are not limited to:
- recurring unauthorized and unexcused absences
- refusal to do work assigned or refusal to work the assigned schedule
- intentionally falsifying entry of hours worked on time records
- inability to perform tasks required by the nature of the position after completion of a reasonable training period
- violations of the University Student Conduct Code which occur in connection with student employment
- violation of the University policy, including but not limited to the inappropriate sharing of confidential information, such as information from student records
- violations of research compliance policies, including but not limited to animal care and human subjects.
