Employee Relations goal is to promote positive communications between employees, supervisors and managers; address root cause of workplace distractions and advise the campus on employee relations matters, administrative processes and policies.
We are dedicated to serving the University community by providing fair and equitable services consistent with University policies & procedures and State & Federal laws and regulations. We commit that our actions maintain the Shared Values and Standards of Conduct of the University.
For questions about an Employee Relations issue, contact:
Main Human Resource Services Number: (208) 426-1616
ADA Accommodation Process
Designed to help employees with disabilities remain in their current position, with or without accommodation.
University employees must perform their work in compliance with all applicable laws, regulations and policies.
Disciplinary Actions & Due Process
Administering disciplinary action and providing due process for disciplinary dismissals, suspensions, demotions and involuntary transfers.
Occasionally, it becomes necessary to discipline an employee in order to correct unacceptable behavior or failing to meet expectations. The time to act is as soon as a concern develops. The main objective of discipline is to provide the employee with the opportunity to succeed and meet expectations.
- Classified Employees Disciplinary Action Policy
- Idaho State Board of Education Policy Section II Subsection L – Discipline – Adequate Cause
Employee Assistance Program
The Employee Assistance Program offers confidential support, expert information and valuable resources for all of life’s issues. Services are available 24 hours a day, 7 days a week, at no cost to the employee for five visits.
Short-term, confidential counseling as part of our benefit package for benefit eligible employees.
End of Employment
Receive timely information relative to the University’s end of employment process.
Family Medical Leave
Provides certain employees with up to 12 weeks of unpaid, job protected leave a year and requires group health benefits to be maintained during the leave.
Layoff/Reduction in Force
If necessary to enact a Reduction in Force, the following information is provided for review.
The layoff procedure assures equitable treatment when reduction in force becomes necessary. A layoff might become necessary because of a shortage in work or funds, reorganization, end of limited service appointment, employee’s failure to complete interagency promotional probation when demotion options are not available or the abolishment of one (1) or more positions.
Boise State University’s performance management program is a mechanism for creating and maintaining ongoing communication between the supervisor and the employee. This system focuses on helping our employees achieve his or her best workplace performance.
All classified employees will serve a probationary period of 1,040 hours upon initial/entry appointment or promotion. The probationary period serves as an extension of the selection process and is an opportunity to evaluate a probationary employee’s work performance and suitability for the position. The probationary period also provides the employee an opportunity to determine if the position is a good match for their needs as well as the University’s needs. It is an opportunity for that employee to demonstrate the required knowledge, competencies and results necessary to be successful in the position.
A probation period may be extended for an additional specified period of time. An employee who does not meet expectation during the probationary period may be dismissed, however, must first be given the opportunity in writing to resign without prejudice; an employee who fails to resign may be terminated without cause assigned and without the right to file for problem-solving or an appeal. (Ref. Section 67- 5309(j), Idaho Code, and Subsection 210.04)
- Classified Employee Probationary Period Policy
- Classified Employees Performance Evaluation Policy
- Learn more about Probation Periods »
The Problem Solving Process is a mechanism to deal with non-disciplinary matters (job-related issues other than those defined as disciplinary or those alleging illegal discrimination or harassment).
Human Resource Services Employee Relations staff partner with the employee and manager to resolve conflict and create workable solutions. Call an Employee Relations Specialist at ext. 6-1616 for assistance.
Addresses prohibited harassment and discrimination, workplace violence and reviewing work place concerns.
Boise State University’s administration encourages classified employees to utilize approved procedures for a resolution to problems, issues, or concerns once all other avenues have been exhausted.