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Prohibition of Retaliation report or reporting suspicions of harassment
or discrimination based on race, gender, or any
It is often hard enough for employees to other protected class).
step forward and share concerns or pursue
complaints. We do not want employees to also UF has a duty, obligation, and desire to protect
be fearful of retaliation. And we certainly do people (employees, students, visitors, etc.)
not want employees to actually be subjected voicing concerns and making complaints.
to retaliatory actions. UF has no tolerance UF also has a duty to ensure its investigative
for incidents of retaliation in the workplace process has integrity—which requires
and strongly encourages every employee to witnesses to be forthcoming and truthful.
immediately report any suspected retaliation— For-Cause Termination
whether they are making a complaint or even
being directed to participate in an investigation. Any employee may be terminated from
employment at any time if he or she has been
Do not take action against anyone you know or
even suspect was involved in making the report found to have engaged in misconduct or if he or
or cooperating with the investigation. To be she is unable to perform the essential functions
clear, retaliation can often be more egregious of their position. For TEAMS employees, such
than the underlying (and alleged) misconduct. “just cause” terminations are governed by
Certain types of retaliation may be more than university regulations. Dismissal procedures for
mere violations of UF expectations and policy USPS employees are outlined in the collective
but can even constitute unlawful conduct (such bargaining agreement.
as retaliating against a person making a Title IX Layoff
Layoffs are rare, but they are a possibility. An
employee may be laid off at any time as a result
of many different potential types of changes,
such as adverse financial circumstances;
reallocation of resources; reorganization
of academic or administrative structures,
programs or functions; curtailment of one or
more programs or functions; shortage of work;
or a material change of duties. A minimum
45-calendar-day notification of layoff must be
provided.
Layoff procedures and remedies are slightly
different for USPS employees, and those
differences are outlined in the collective
bargaining agreement.
Time-Limited Ending
Some employees are hired for only a certain
amount of time—say one year or for the length
of a grant or particular project. This type of
arrangement may be warranted due to the
TEAMS/USPS Employee Handbook (Sept. 2018) 44
Norman Hall
