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[QUOTE="Cusefan95, post: 4782887, member: 173"]
If they have historically consistently enforced that, then Grasso is absolutely toast.  However, I have strong doubts that is the case - not so much because of anything about Bryant specifically, but because in my career broad prohibitions like this are virtually impossible to enforce consistently.  (It will run into “letter vs spirit of the law” issues, like a kid graduates, get a job with the university, and continues to date his girlfriend who was one year behind him and is still a student.  Based on how the handbook is written that could be a violation - I would question the humanity of anyone who thought termination in that case was appropriate).  If it hasn’t been enforced consistently, that opens up room for him to argue against termination.

What would put Bryant in a better position would be if there’s something which significantly narrows the effected employees - an example of one that has applied in private companies and might apply in a university is rules which apply only to employees with authorizations to speak to the media as a representative of the university.

My point isn’t that Grasso is a great guy who shouldn’t be fired.  It’s that firing people is very, very hard - and that just having a rule in the handbook isn’t all that will be required for an employer to successfully terminate and employee.  Unless they have far more dirt on Grasso, if the university wants him gone then the best decision is to negotiate a buyout - which as I said earlier could be the reason for the radio silence right now.
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