Navigating difficult conversations is a critical skill for supervisors. There are countless reasons a conversation could be considered “difficult”, including performance or behavioral issues, topic sensitivity and procedural or legal concerns. You may be hesitant to initiate or engage in difficult conversations due to a lack of knowledge, a previous negative experience or an anticipated impact on the working relationship. However it's important for you to understand that avoiding the situation is not only a disservice to the university, but also to the employee themselves. Though it may at times be uncomfortable, constructive communication is the foundation upon which a healthy supervisor-employee relationship is built.
You may impose disciplinary actions for reasons of taking corrective measures up to and including termination in the event an employee's performance is less than the reasonable standards of performance or if the employee's conduct is not in keeping with what is expected in the working environment of the university. Read the university’s policy for Conduct, Corrective Action, Dismissal for Cause.
In cases where the university has terminated the employment relationship under conditions specified in this section, the employee will have the right to appeal through the grievance process.