Workplace Issues
Workplace Issues
Ë¿¹ÏÊÓƵ University is an at-will employer meaning that the student employee and their employer may end the employment relationship with or without cause or advance notice. However, student employees and their supervisors are strongly encouraged to engage in conversations to address any issues or concerns as soon as they arise or are remotely identified. Concerns about workplace issues may include but are not limited to, performance, dependability, conduct, responsibility, safety, and compliance with Ë¿¹ÏÊÓƵ policies and procedures.
Employers are responsible for establishing and maintaining evaluation procedures and schedules. To the greatest extent possible, student employees and supervisors should engage in frequent and honest conversations throughout the year. When necessary, supervisors and student employees should discuss particular observed workplace issues pertaining to performance and job proficiency, responsibility, dependability, conduct, safety, and policy compliance.
Guided conversation questions and tips are outlined in the presentation from the Office of the Ombudsperson.
Other Workplace Issues
Some issues may require consultation with any of the below offices according to the issue at hand:
- Complaints of discrimination or harassment based on protected categories can contact the Office of Civil Rights and Title IX Compliance (formerly the Office of Equity) at OCR@northwestern.edu.
- Complaints of, or to file a report for, sexual misconduct or harassment, visit /sexual-misconduct file-a-report-or-complaint/.
- The Office of the Ombudsperson offers an opportunity to discuss and resolve problems outside of the formal channels noted above and can provide confidential and informal counsel, referrals, and conflict resolution. Email Ombuds@northwestern.edu.
Involuntary Termination of Employment
Breaches of integrity usually call for involuntary and immediate employment dismissal. Causes for involuntary and immediate termination of employment include but are not limited to:
- Criminal conviction
- Falsification of hiring records or timekeeping falsification
- Poor performance issues including,
- Unprofessional conduct
- Blatant insubordination
- Job abandonment or purposeful failure to perform any obligation without a valid excuse
- Physical violence or the threat of it
- Research misconduct
- Fraud
- Theft
- Improper disclosure or use of private or confidential information including unauthorized use of information systems or data
- Intentional destruction of Ë¿¹ÏÊÓƵ property
- Violations of Ë¿¹ÏÊÓƵ’s policies prohibiting discrimination, harassment, sexual misconduct,
or non-retaliation, and - Serious or intentional violations of Ë¿¹ÏÊÓƵ policy or state and federal law
- Conduct that is detrimental to Ë¿¹ÏÊÓƵ's interests or reputation.
Documentation
If issues were identified during the constructive feedback process for workplace issues, the supervisor should email the student describing the problem and note the consequences if the behavior is not corrected within a stated timeframe. Additionally, supervisors and student employees should work together to create a mutually agreed-upon improvement goal with a clearly stated timeframe.
Failure to resolve any extenuating workplace issues or any of the noted breaches of integrity outlined above, may lead to involuntary termination.
Upon voluntary or involuntary termination proceedings, department administrators are responsible for terminating student employment records in the myHR Temp Panel.