HUMAN RESOURCES at MIT

6.3 Termination for Poor Performance or Failure to Comply with Institute Policies

It is the responsibility of supervisors to evaluate on a continuing basis the work performance of those who work under their direction. This responsibility includes giving recognition for work well done, identifying less than satisfactory performance, discussing the deficiencies with the employee, and terminating those who are unable or unwilling to meet the expected standards of performance.

The decision to terminate an employee is a matter which requires careful evaluation. This action requires the concurrence of the Office of Human Resources and should be discussed with the Human Resources Officer assigned to the department as soon as the supervisor identifies a pattern of poor performance or an incident of misconduct.

6.3.1 Termination During the Probationary Period

The probationary period is a formal period of time, normally four to six months, during which a new employee's actual performance is compared with that originally expected. (See Section 2.6.4, Probationary Period.) If a supervisor determines that work performance is unsatisfactory at any time during this period, a discussion should be held with the employee pointing out the deficiencies and the measures that should be taken to correct them. If the employee continues to perform at an unacceptable level, the Human Resources Officer should be consulted to assist in working out corrective measures and, if necessary, in determining whether termination is indicated.

Reasonable notice should be given to the employee when the decision to terminate him or her has been made. If an assessment of performance does not warrant immediate termination, the probationary period may be extended, and the employee should be notified of such an extension.

6.3.2 Termination for Cause

A wide variety of instances of poor performance or failure to comply with Institute policy may occur which require disciplinary action on the part of supervisors and managers. The Institute relies on their judgment and understanding of these situations to work out, in cooperation with the Office of Human Resources, reasonable solutions to these performance and conduct problems which will be fair and equitable to both the employee and the Institute.

Unsatisfactory work performance or conduct on the job may first be observed by a manager or a supervisor when an employee is unable to complete assigned tasks in a reasonable period of time, reports late to work, fails to complete work assignments, or other similar incidents. Poor work habits must be brought to the attention of the individual promptly before they become regular occurrences. The individual must be given an opportunity to improve his or her work performance before formal disciplinary steps are taken. A frank discussion between the supervisor and the individual is normally necessary to resolve an issue, where the employee has the opportunity to understand the supervisor's criticism and provide an explanation of his or her actions.

The application of formal disciplinary procedures may be warranted to address workplace misconduct by an employee or the employee’s failure to perform the duties and responsibilities of the job to the satisfaction of the manager or supervisor. A disciplinary procedure normally follows a pattern of oral and written warnings. Under certain circumstances, serious or repeated instances of workplace misconduct may warrant an unpaid disciplinary suspension. Supervisors should consult their Human Resources Officer before imposing such an unpaid suspension.

On occasion it may be necessary for a supervisor to place an employee on administrative leave, either paid or unpaid, in response to an incident of serious workplace misconduct observed by a supervisor or in order to investigate an allegation of such misconduct. In such circumstances the supervisor should inform the employee that he or she is being placed on administrative leave pending the outcome of an investigation and/or a determination regarding appropriate disciplinary action. Supervisors should consult their Human Resources Officer before placing an employee on administrative leave or as soon as possible thereafter.

Massachusetts law requires that persons terminated for cause must be paid on the day of discharge for all wages earned up to the day and time of termination. Overpaid vacation or salary may be deducted from an employee's final check.