Rules Of Conduct

1. Rules Of Conduct Temple University Human Resources Department

2. Rules of Conduct • Complements Temple University's Employee Manual • Provides Temple University’s expected standards of conduct and work performance • Sets appropriate disciplinary action when Temple University’s standards are not met

3. Rules of Conduct • Replaces “Work Rules” as of July 1, 2006 • Applies to all Temple employees, including non-union employees

4. Standards Addressed • Employment • Absenteeism • Lateness • Time Records • Production • Temple Equipment & Property • Behavior

5. More on Standards Addressed • Rules of Conduct are not all-inclusive • Department policies remain in effect unless they contradict the Rules of Conduct

6. Categories of Violations • Rules of Conduct categorized based on their seriousness • There are four categories: A, B, C & D • Progressive discipline is followed through each category, with a particular focus on the previous twelve months.

7. Category “A” Violations • Addresses lateness and absenteeism • If absent six or more times, corrective action begins • If late six or more times, corrective action begins • Occurrences • Full and half occurrences • Four or more rule • Compliance with FMLA

8. Corrective Actions, Category “A”

9. Category “B” Violations • Addresses serious violations • Greater penalties (See Corrective Actions Chart, page 5) • Special rules for Chronic Sick Day Abuse • Excessive sick day abuse or lateness resulting in suspension two years in a row may be grounds for discharge

10. Corrective Actions, Category “B”

11. Category “C” Violations • Addresses more serious violations • Greater penalties (See Corrective Actions Chart, page 5) Corrective Actions

12. Category “D” Violations • Addresses most serious violations • Greater penalties (See Corrective Actions Chart, page 5) Corrective Action

13. Enforcement • Supervisor is responsible for enforcement • Call Employee/Labor Relations for guidance, especially in time lost cases

14. Disciplinary Report • All discipline for union and non-union employees should be on disciplinary report • Original to employee • First copy to HR & Labor Relations if discipline at the level or written warning or above • Second copy to union, if union employee • Third copy to supervisor

15. Human Resources Contact Numbers • Employee Relations (Non-Union Employees) • 215-204-5554 • Labor Relations (Union Employees) • 215-204-1319 • HR Generalist • 215-204-7174 • Organizational Development & Training • 215-204-1683