Just Cause Self Audit

IU's personnel policies provide that employees will only be disciplined for just cause. Establishing just cause means having legitimate reason to invoke formal discipline. Disciplinary actions are frequently overturned completely or reduced to a lesser level if even one of these elements does not exist.   However, there are occasional situations in which such serious issues arise that termination is merited.

Related policies

• For Exempt Staff, Non-Exempt Non-Union Staff, and confidential Non-Exempt Staff at Bloomington, see the Corrective Action policy HR-08-40.
• For Non-Exempt Staff Represented by CWA, see the Corrective Action policy HR-08-50.
• For Non-Exempt Service Staff Represented by AFSCME, see the Corrective Action policy HR-08-30.

A self-audit to determine if just cause exists

Answer yes or no to each question on the audit. More information about each element is available by selecting the appropriate heading. A "yes" response to all seven questions indicates that just cause for discipline does likely exist, however just cause may occasionally exist even if fewer than all seven are answered in the affirmative. Contact IU HR for assistance in making the final determination.

1. Adequate warning
   Did the employee know or should the employee have known that the behavior could result in disciplinary action?
2. Reasonable, related rules
   Was the rule or order reasonable, safe, and related to university needs?
3. Fair investigation
   Did you conduct a thorough investigation of the facts and circumstances--including the employee's explanation and/or evidence--prior to administering discipline?   Was the investigation conducted in a timely, fair and objective manner?
4. Substantial proof
   Is there substantial proof for your case?
5. Equitable treatment and past practice
   Have the rules, orders, and penalties been consistently applied to this and other employees in the past?
6. Appropriateness of discipline
   Was the discipline related to the seriousness of the offense, to the employee's record, and to the employee's level of responsibility within the university?
7. Meeting with the employee
   Was the employee provided an opportunity to be heard, to present evidence, give statements, etc.? In cases of termination or other loss of pay situations, this opportunity is required prior to taking action.