If student employees fail to follow outlined policies and procedures, student or full-time management will take appropriate written and/or verbal action.

Examples of activities that warrant disciplinary action include but are not limited to the following:

1. An unexcused absence – No call, no show
2. Tardiness
3. Poor attitude toward work, guests, and other employees.
4. Failure to punch out while eating a meal, or taking meal (meal maintenance) out of your unit, or eating an unauthorized meal.
5. Failure to follow any UDS or University of Montana policy (i.e. Uniform Policy, Meal Maintenance, etc).
6. Repeated missed punches
7. Theft of university property

The following steps are taken when considering disciplinary action for a student employee:

1. The incident in question is brought to the immediate attention of full-time management.
2. A manager or supervisor initiates an investigation is initiated and all pertinent information is obtained and documented in writing from all parties involved.
3. The unit manager reviews the documents to determine what further action is needed.
5. If needed, individual(s) involved are brought together in a private meeting to discuss the incident.
6. The individual(s) is/are informed that a decision will be made based on all the information provided within a day and he/she/they will be notified of final decisions. Notification will be made at a mutually agreeable time.
7. If disciplinary action is taken, it will be accompanied by a form A, B, or C document (see attached). The individual(s) is/are allowed to read the disciplinary form and may respond both verbally and in writing.
8. Any violation that results in a form C document will result in involuntary termination.
9. All documentation is filed in the student’s official personnel file in their unit of employment.

Discipline Forms
The student’s copy of the discipline form should be delivered in person by the appropriate supervisor along with a verbal explanation of why the form was issued. The student employee and supervisor must sign the form.

Warning Forms:

• Letter of Counsel: The Letter of Counsel is specifically for the benefit of the employee. The Letter of Counsel is written documentation of a conversation between an employee and a supervisor (student or full-time). The Letter of Counsel is for formal feedback, positive or negative. A letter of counsel is not disciplinary action.
• Form A: The Form A (Level A Warning) is a first written warning for a violation. The appropriate manager or supervisor will personally describe to the student employee what corrections must be made and will offer further training or further explanation of the student’s job duties, if necessary.
• Form B: The Form B (Level B Warning) is a second written warning and represents a serious disregard for policy/ duties. In the case of blatant disregard for policy, Form B will this will serve as a first written warning. The appropriate unit manager will give this form personally to the student employee, and an opportunity to discuss the infraction will be essential to effectively identify the worker’s problem.
• Form C: The Form C (Level C Termination) will include a written description of the violation and must be personally given to the student employee. Form C, which constitutes an official notice of termination, will be signed by the appropriate manager prior to presenting it to the student.

Involuntary Termination
The following are examples of activities that may warrant immediate termination:

1. Using, or being under the influence of, drugs and/or alcohol during your work shift.
2. Dishonesty or theft (i.e. eating unauthorized meals or leaving the dining area with an employer provided meal).
3. Excessive absenteeism (including one unexcused absence).
4. Checkers/cashiers allowing students to eat without paying.
5. Willful and unauthorized destruction or abuse of UDS or state property.
6. Improper use of Griz cards (punching other people in or out).
7. Any act of physical violence toward co-workers or guests.
8. Management discretion during thirty-day probation period, based on performance issues.

Voluntary Termination
These guidelines are established to ensure that a consistent procedure is followed when a student employee chooses voluntary termination from UDS. UDS expects the following when a student employee voluntarily terminates:

1. Notification ten (10) working days in advance. Written notification is preferred.
2. Return of uniform to the appropriate UDS office at the end of last shift. The employee will make sure that office personnel are on hand to record the return of the uniform. The employee will be held responsible for the cost of the uniform if it is not checked in by authorized personnel.
3. Student may request an exit interview with the unit manager to discuss any issue concerning the circumstances surrounding termination of employment.