The Library Personnel Administrator, or designee, and the designated Union Steward shall meet with new
employees for orientation purposes for up to one (1) hour during the new employee’s first week of employment. A
segment of the one (1) hour period shall be reserved for an exclusive discussion between the new employee and the
Union Steward.

Union Stewards and alternates shall normally be permitted to attend meetings convened by the Local Union for
up to one (1) hour per month with any time lost to be made up.

During second level grievance hearings as set forth under Article VIII, Section 4, an additional representative
of the Union may be present during working hours to take notes of the hearing.

Section 3. Accredited representatives of the Union shall, upon notification to the Library Administration Office
by the Union, be admitted to the University campus during working hours for the purpose of ascertaining whether
or not this Agreement is being observed by the parties, or for assisting in adjusting grievances.

ARTICLE X ~ DISCIPLINE AND DISCHARGE

Section 1. The University shall have the right to discipline any employee for just cause.

Section 2. Certain offenses may be subject to summary discipline up to and including summary discharge by
the University. With respect to these, no prior warnings are necessary for discipline. These offenses are the
following:

1. Mutilation or destruction of library books or other property.
2. Theft of library books or other property, or any theft committed in the Library or during working
hours.
3. Gross negligence which leads to substantial damage to library books or other property.
4. Physical offenses or threats of physical violence against the person of another in the Library or
during working hours.
5. Violation of the No-Strike provision.
6. Unexplained absences of five (5) consecutive working days.
7. Malicious tampering with electronic data.
8. Harassment of another individual on the basis of race, gender, sexual orientation, etc.
9. Bringing, possessing, or using firearms, other dangerous weapons, devices, or substances whose
purpose is to cause lethal or grievous harm, on campus or on any University owned or controlled
property.
10. Bringing, manufacturing, possessing, distributing, dispensing, selling or using any controlled or
illegal substance on campus or any University owned or controlled property, except where the
employee can produce valid documentation.

Such discipline shall be made by the department head. Appeal there from will go directly to the Director of the
Libraries or designee. If the discipline is affirmed at that level, appeal would go to the Vice President for Human
Resources. Any further appeal would follow the procedures for arbitration provided in the Grievance Procedure.

Section 3. Disciplinary actions will be identified as being in one of the following three categories: Work
Performance, Absenteeism/Tardiness, or Misconduct.

a. Discipline Procedure for Work Performance: The employee’s supervisor shall be responsible for informing
the employee of any problem that could lead to disciplinary action for Work Performance. If the employee’s
performance continues to be deficient or problematic the employee will be placed on “Needs Improvement” status.
The employee’s supervisor shall develop a reasonable plan for improving the employee’s performance and review it
with the employee and Union Steward prior to implementation. The plan should include specific and clear
goals, benchmarks and time frames. If the employee believes that plan is not reasonable the Union may
grieve its reasonableness. Such a grievance shall not, however, delay the implementation of the plan. The
employee’s performance shall be monitored on a regular and frequent basis for a two-month period. If an
employee’s performance has accomplished the goals set forth in the plan, the employee shall be removed from
“ Needs Improvement” status. If the employee’s performance has not accomplished the goals set forth in the plan,
the employee shall receive a warning, in writing, for work performance. The department head shall supply the
employee and Union Steward with a copy of the warning. An employee may be disciplined for poor work
performance without first being placed in "Needs Improvement" status if the employee has already been
in "Needs Improvement" status under this Article or Article XI within one year of the expiration of being
in such status.

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