Disciplinary Actions

Effective Date: June 1, 1995

Revised: June 1, 2009

Purpose:

To provide a fair, open, uniform, and objective means of correcting and improving employee behavior and to guide employees to improve their conduct or performance so that they may continue their employment with the College.

The College expects all employees to behave in a mature and responsible manner and to perform their jobs conscientiously, without the need of disciplinary action.

The College reserves the right to bypass the progressive steps for discipline defined in this policy and move to immediate termination of an employee in circumstances when the College administration determined that corrective measures would be ineffectual or otherwise inappropriate.

Policy:

The nature of the offense and the particular circumstances determine whether or not all or any of the steps in the below sequence are followed. Disciplinary steps may be omitted or repeated, as the College determines appropriate.

These corrective disciplinary measures will not apply in the event of any situation that the College determines to warrant immediate termination of employment or in other circumstances when the College determines that corrective measures would be ineffectual or otherwise inappropriate.

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, etc.) should be dealt with through a series of reprimands which should include, at minimum, a verbal warning and a written warning prior to dismissal.

In general, discipline for employees is applied in progressive steps as follows:

1. Oral warning
2. Written warning
3. Final written warning, suspension and/or disciplinary probation
4. Termination of employment

Oral Warnings

If an employee is given an oral warning, the employee is informed of the warning by their supervisor. The warning is also recorded by the supervisor in writing and the record is placed in the employee’s personnel file.
Written Warnings

If an employee is issued a written warning or a final written warning, the supervisor will meet with the employee to discuss the disciplinary action and the employee will be asked to sign the warning. The employee’s signature is only an acknowledgment that the employee has been informed of the warning; it does not indicate agreement with the warning. Employees are able to make a comment on the written warning, or may submit a written statement to be attached to the written warning. In the event an employee chooses not to provide a comment or sign the written warning, the supervisor will make note on the written warning accordingly. The written warning is placed on the employee’s personnel file and the employee is given a copy of the same.

Disciplinary Probation

An employee may be placed on disciplinary probation for unsatisfactory performance or conduct. An employee placed on disciplinary probation will be given a written notice of probation, which generally provides an explanation of the reason for the action, the length of the probationary period and a plan of corrective action to be successfully completed during the period. The employee’s supervisor will meet with the employee to discuss the terms of the disciplinary probation, and the employee will be asked to sign the notice of probation as an acknowledgment that the employee has been informed of the action. In the event an employee chooses not to sign the written warning, the supervisor will make note on the notice accordingly. A copy of the notice is placed on the employee’s personnel file and the employee is given a copy of the same.

At the conclusion of the probationary period, and from time to time during the period, as appropriate, the employee’s supervisor will meet with the employee to review progress. An employee on disciplinary probation who does not show satisfactory improvement is subject to further disciplinary action at anytime, up to and including termination of employment.

Disciplinary Suspension

A disciplinary suspension is a suspension from work without pay for one or more days for a repeated or serious infraction of College rules or policies. The employee’s supervisor will meet with the employee to discuss the terms of the disciplinary suspension, and the employee will be asked to sign the notice of suspension as an acknowledgment that the employee has been informed of the action. In the event an employee chooses not to sign the notice, the supervisor will make note on the notice accordingly. A copy of the notice is placed on the employee’s personnel file and the employee is given a copy of the same.

Investigative Suspension

A suspension from work with pay or without pay may be appropriate when circumstances require an investigation and it does not appear practical or desirable or in the best interests of the College or of the employee for the employee to remain at work during that investigation. An investigative suspension is not itself a disciplinary measure. If, at the conclusion of the investigation, the investigative suspension is converted to a disciplinary suspension or discharge, the employee will be notified of the action to be taken and the personnel file will be updated accordingly.

If upon investigation, a suspension without pay is not converted to a disciplinary suspension or discharge, the employee will be reinstated and will be paid at their normal straight-time rate for all regularly scheduled work missed during the suspension.

As a standard of practice, in the event of a written warning or suspension, the department head should notify the Director of Human Resources, or Vice President of Finance and Administration or designee of the circumstances surrounding the disciplinary action, prior to the action being taken.

If the circumstances prohibit prior notification of such an action being taken, then notification must be given immediately following to the Director of Human Resources or Vice President of Finance and Administration or designee.

Last updated June 1, 2009

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