TERMINATION Update Delete

Salaried staff are expected, by their attitude, behavior, beliefs, interpersonal relationships, and fulfillment of

campus responsibilities, to enhance the academic, religious, and social atmosphere of the university.

When an employee’s personal or professional life is contrary to the philosophy, objectives, and policies of the university as stated in university publications (including this Employee Handbook) as voted by the Board, the department director/supervisor or vice president (a) will direct corrective measures by the employee, (b)

document the process and the corrective measures, and (c) will generally utilize the following suggestions:

1. The problem(s) should be clearly identified based on documentation and/or ongoing evaluations.
2. The employee should be given a reasonable time to comply with the corrective measures.
3. Southern will make available to the employee resources that may assist with corrective measures.
4. Appropriate supervision and/or evaluation during the designated time frame for correction of problem(s) should be documented.

If these corrective measures are not successful, then the department director/ supervisor will make recommendations to the vice president regarding further discipline or termination of employment with the university (see Disciplinary Policy, 2180).