Skip to the page content Skip to primary navigation Skip to the search form Skip to the audience-based navigation Skip to the site tools and log-in Information about website accessibility

Classified Employee Handbook

II. Illegal Conduct

A. Reporting for duty while under the influence of illegal drugs

This is grounds for immediate termination. Illegal drugs include non-prescription narcotics, stimulants, etc. If an employee has a prescription for any of the drugs mentioned, the drug is not considered illegal.

Before an employee can be removed, evidence must prove that he/she is under the influence of illegal drugs.

      1. If a supervisor feels an employee is under the influence of drugs, he/she should confront the employee with observations of unusual behavior or inability to perform.
      2. If the employee does not admit to being under the influence of drugs, there must be a witness who saw the employee taking or smoking the illegal drug.
B. Selling, possessing or using illegal drugs during working hours

There must be proof of this offense. If proof is available, the employee is terminated.

C. Selling or using intoxicating beverages during working hours

There must be proof of this offense. If proof is available, the employee is terminated.

D. Being arrested by civil authority for a capital offense or felony charge, found guilty as charged, being sentenced, and then being incarcerated or placed on suspended sentence.

The Chancellor or his designee must be consulted as to the possible removal of an employee under these circumstances:

Responsibility Action
Supervisor Immediately contacts Human Resource Services.
Human Resource Services Evaluates all available facts to determine if there are extenuating circumstances.
Human Resource Services Notifies the Chancellor (or Chancellor’s designee).
Chancellor Determines if employee is removed from the job.
NOTE: When a person is jailed for a long period of time before being taken to trial, the supervisor contacts Human Resource Services.

Human Resource Services obtains advice from the General Counsel and notifies the supervisor of available options.

D. Attempted or actual theft of University property or personal property

Charges of theft must be proven. If an investigation of facts is necessary before deciding whether an employee should be removed, the employee should be suspended with pay until a conclusion is reached.

E. Misappropriation, stealing, and/or embezzlement of funds

This is not tolerated by the University.

      1. Proper permission must be given for the removal of funds or the moving of moneys from one source to another. Acting without this permission is grounds for immediate removal.
      2. Cash funds are closely monitored according to accounting procedures. Attempted or actual theft or embezzlement of cash funds is grounds for removal.
F. Unauthorized possession or carrying of firearms or other weapons during work hours

State law prohibits the unauthorized carrying of firearms on state property. The University extends this to cover all employees while on duty, whether or not they are in a state facility.

G. Gambling during working hours

The University does not allow gambling in any form.

————————–

Last revision 11/1995

Updated 10.26.2011