Cause for Corrective Actions
The Employee Handbook states the following regarding causes for corrective action:
"All employees are expected to carry out their duties honestly, in good faith, and with diligent care. Cause for corrective action shall include, but is not limited to: poor work performance; dishonesty; working while under the influence of alcohol or other controlled substances used illegally; theft; fraud; absenteeism; damage or unauthorized use of State or University property; refusal to work; harassment; carelessness; assault; insubordination; failure to observe safety rules; discourteous treatment of other employees, students, or the public; neglect of duty; violations of state or federal law, University rules, UW Regulations and Policies or department expectation."
Human Resources must be consulted prior to implementing any warning, reprimand or disciplinary action.
The University corrective action process may include, but is not limited to, a warning, a reprimand, or a performance improvement plan.
Corrective Action is not limited to, a warning, a reprimand, or a performance improvement plan. Further detailed information regarding these corrective actions can be found in UW’s Employee Handbook starting on page 57.
Probation Extension
Staff employees serving probationary periods are considered at-will employees during the term of probation and may be terminated without cause and shall have no right to appeal. The probationary period may be either extended or reduced for a period of up to six months when the responsible Vice President determines that such extension or reduction would be in the best interest of the University. If a department has a need to reduce or extend a probationary period, please email employee.relations@uwyo.edu or call 307-766-2438.
