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Classified Employee Handbook

IV. Personal Conduct - Involving Other Individuals

A. Assaulting or physically attacking a supervisor, fellow employee, student, or member of the public

If an employee physically assaults another individual without provocation, he/she is immediately terminated. If an employee is provoked by another employee through some means other than an assault and retaliates, both employees are suspended.

NOTE: An act of self-defense is not considered a physical assault or attack.

If provocation (physical assault or attack) is involved, the supervisor:

      1. Makes a judgment based on the facts as they can be determined.
      2. Contacts Human Resource Services if clarification is needed on how to handle the situation.
B. Fighting or creating a disturbance on the premises

Creating a disturbance is defined as taking physical action such as throwing objects, kicking, slamming furniture, or physically threatening an individual.

      1. If an employee(s) is involved in this type of infraction, the supervisor suspends, with pay, the individual(s) implicated. This removes him/her from the situation until a decision is reached concerning the cause of the disturbance.
      2. When a determination of fault is made, the supervisor schedules suspension without pay for employee(s) at fault.
C. Immediate and intentional disobedience or refusal to carry out reasonable instructions

This offense is related to the employee’s refusal to work.

    1. Do not confuse immediate assignments, tasks, and orders with general goals and standards set for employees. An employee’s inability to meet a deadline or goal is a performance problem.


      1. Performance problem - An employee is asked to type a letter by 3 p.m. but does not finish the job.
      2. Disciplinary problem - An employee is asked to type a letter by 3 p.m. and refuses the assignment without giving a valid reason.
D. Use of language intended to ridicule or demean an employee, student or member of the public (whether in person or on the telephone)

Verbal abuse of a supervisor, fellow employees, students, or other members of the public is not allowed.


      1. Referring to individuals mentioned above in terms which inflict emotional harm.
      2. Communicating untruths about other individuals in an attempt to discredit them.
E. Racial, sexual, religious, etc., discrimination and harassment

Discrimination and harassment with regard to race, color, sex, age, national origin, disability, religion or veterans’ status violate state and federal laws concerning equal opportunity and individual civil rights.

    1. Both supervisors and employees should contact the Human Relations Officer for assistance in discrimination or harassment cases. If grounds for a case are established, an investigation is conducted. Guidelines and methods used in the investigation are determined by existing procedures.
F. Discourteous treatment of the public

All employees of the University are to conduct themselves as public servants.

      1. Employees do not argue with, yell at, or ignore students or members of the public. An abusive employee is counseled as soon as possible and warned against further infractions.
      2. Individuals are sometimes abusive in their approach to those who are there to help. Supervisors should instruct employees on procedures to follow when dealing with these kinds of individuals.


Last revision 11/1995

    Updated 10.26.2011