Employee Inquiry and Complaint Procedures
Supervisors and employees should act with mutual respect and strive for open and honest dialogue about work standards and performance.
If you have questions concerning policies and procedures affecting or likely to affect your work, you are encouraged to utilize the general inquiry and informal resolution procedure detailed below.
General Inquiry or Informal Complaint Procedure
If you believe you have been treated inappropriately or you desire clarification of University policies and procedures, you should discuss the matter with your immediate supervisor if you are comfortable doing so. If you are unable or prefer not to talk to your department about the issue, you are encouraged to contact the Office of Human Resources, the Office for Equity, Diversity and Inclusion, or the Staff Council for assistance. You may also submit your question or complaint to Pitt Concern Connection by calling 800-468-5768, texting 412-903-3456, or submitting an online form here.
Disciplinary Guidelines
A supervisor may discipline an employee if, for example, the employee violates a University policy or rule, is not meeting performance expectations, is insubordinate, or has engaged in conduct adversely affecting the workplace, other employees, or students. Discipline may include verbal or written warnings, suspension or termination. Not all performance or conduct problems lend themselves to progressive discipline, and there are times when immediate and serious disciplinary action, including immediate suspension or termination, is warranted.
When taking disciplinary action, a supervisor should consider the nature and seriousness of the infraction, all relevant facts and information, and any mitigating circumstances. In addition, it is recommended that a supervisor discuss the proposed action with the Employee Relations Department of the Office of Human Resources. Although the level of discipline should be commensurate with the nature and severity of the problem, all disciplinary actions are at the discretion of the University.
The following examples illustrate situations that may result in discipline, up to and including immediate suspension or termination of employment. However, this list is not exhaustive and there are other circumstances not listed here that may also result in discipline, up to and including immediate suspension or termination of employment.
- Violation of any University policy or rule
- Violence, attempted violence, threats of violence, or intimidation
- Abusive, demeaning, profane, or obscene language or gestures
- Insubordination
- Stealing
- Unauthorized use of property, equipment, or assets
- Destruction, alteration, abuse, or waste of the University’s property or others’ property
- Fraud or dishonesty
- Falsification of documents or records, including electronic data
- Failing to work as scheduled, including excessive or unapproved absenteeism, tardiness, or early departures
- Knowingly creating or allowing unsafe work conditions
- Violation of any policy or law related to the possession, distribution, manufacture, or use of drugs or alcohol on University property or during University activities
- Disruptive or harassing conduct, including but not limited to horseplay, practical jokes, unwelcome touching, or inappropriate commentary or displays
- Possession of weapons or explosives, or violation of any law related to weapons on University premises
- Offering, accepting, or seeking personal favors, money, or other valuable consideration in exchange for a job, a better working assignment, or any advantage in working conditions, or in connection with an outside contractor or vendor
- Off-duty misconduct that renders the staff member unavailable for work
- Any grossly negligent or willful acts that result in personal injury, property damage, or loss to the University
You may also find additional information related to community standards policies on the Office of Policy Development and Management website. This includes information related to drug free workplace, nondiscrimination, sexual misconduct, etc.