Disciplinary Actions
Effective Date: 06/01/95
Revised: 05/01/01
Purpose:
To provide a fair, open, uniform, and objective means of correcting and improving employee behavior and work performance in the unlikely event that such is required.
Policy:
Disciplinary action is intended to correct improper employee behavior and improve employee work performance. To be effective, a program of this nature must consider the nature of the offense, the past record of the offending employee, and the penalty appropriate to the offense. Unit heads should exhaust every means at their disposal to improve behavior and unsatisfactory work performance. In the few instances where employees exhibit no interest in improving their work behavior or work performance, discharge is appropriate.
Acts or omissions on the part of employees which are symptomatic of behavior or work habits which can be corrected or improved (for example: absenteeism, tardiness, poor work performance, etc.) should be dealt with through a series of reprimands which should include, at a minimum, a verbal warning, and a written warning prior to dismissal.
Acts or omissions on the part of employees which are symptomatic of incorrigible and intolerable behavior should, when recognized, result in suspension without pay pending investigation. Such acts, include, but are not limited to, disorderly conduct on College premises, falsification of College records, improper disclosure or use of College records, refusal to accept instructions including failure to perform work assigned, being under the influence of alcohol or illegal drugs on College premises (including refusal to submit to drug testing after suffering an accident or injury on the job), theft or commission of any other crime on College premises, unauthorized possession of firearms on College premises, acts of moral turpitude, significant employee error, breach of civil or criminal law which tends to bring discredit on Centenary College. When the investigation confirms employee guilt, discharge is appropriate.
In case of suspension, the unit head should notify the Finance & Administration Office of the circumstances surrounding the disciplinary action.
Last updated 3 May 2001