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Administration Policy

41.012:  Non-Renewal, Suspension, Demotion, or Termination for Cause of Administrative Appointments

Status:Re-formatted March 6, 2015
Approved on July 1, 2009
Signatures and dates
on archival copy
Effective:when approved 
Initiated by:Luis E. Lewin
Chief Human Resource Officer
Endorsed by:

The Ohio University
Executive Staff
Kathy Krendl
Executive Vice President and Provost
Approved by:Roderick J. McDavis
Date of Approval
Following Last Full Review:
July 1, 2009 
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Numeric Index Policy and Procedure Alphabetical Index
  1. Overview

    The following procedures shall be used in connection with the non-renewal, discipline, or dismissal for cause of administrative employees appointed pursuant to policy 40.106. Administrative employees are also subject to policy 40.005.

  2. Non-renewal

    A notice of non-renewal of an administrative employee shall be sent to the affected employee no later than April first to terminate employment at the end of the current fiscal year. A copy of the non-renewal notice shall also be sent to the supervisor's immediate supervisor, the appropriate executive officer, and office of university human resources ("UHR").

  3. Discipline, suspension, demotion, and dismissal

    An administrator may be disciplined, suspended, demoted, or dismissed at any time in accordance with the procedures set forth in this policy. Prior to a suspension, demotion, or dismissal, an administrative employee shall be given written notice of the basis for the proposed action and an opportunity to respond to the charges. Supervisors shall consult with UHR before implementing a suspension, demotion, or dismissal.

    Notwithstanding the pendency or final disposition of any criminal charges, the administrative employee may be disciplined, demoted, or dismissed in accordance with this policy.

    An administrative employee may be disciplined, suspended, demoted, or dismissed for the following reasons:

    1. Failure to perform the responsibilities of the position;

    2. Conduct which causes an interference in the ability of the administrator, or in the ability of other employees, to carry out their duties and responsibilities, including but not limited to violence, disruptive behavior, dishonesty, malfeasance, nonfeasance, or negligence;

    3. Insubordination;

    4. Failure to conform to the ethical standards set forth in university rules and Ohio law;

    5. Incompetence;

    6. Failure to comply with the policies, rules, or regulations of the university;

    7. Misrepresentation of formal credentials or job-related experience.

  4. Interim suspension

    An administrator who is the subject of an investigation may be placed on paid administrative leave to remove the employee from the workplace, if the chief human resource officer, in consultation with the planning unit head, decides that it is in the best interests of Ohio university to do so.

    An employee may be placed on administrative leave if it is determined that:

    1. The circumstances giving rise to the leave would unduly limit the ability of the employee to perform his or her university duties;

    2. The continued presence of the employee on campus would interfere with the ability of other employees to perform their university duties; or

    3. The continued presence of the employee on campus would disrupt university operations.

  5. Appeal

    An administrative employee has the right to grieve a nonrenewal or a disciplinary decision, suspension, demotion, or dismissal in accordance with policy 41.011.

Administrative Policy Manual

Andrea Swart revised this page
on February 20, 2017.

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