The Dean of Administrative Services and HR shall be available to assist in dealing with employee problems prior to the commencement of formal disciplinary action and in administering discipline.
Faculty disciplinary procedures are specified in the Faculty Master Agreement.
Classified and exempt employees shall be subject to discipline or termination for reasons including, but not limited to:
- Violation of College policies or procedures.
- Neglect of duty.
- Failure to obey a reasonable order by a supervisor.
- Refusal or inability to perform assigned duties.
- An act hostile to the purpose of the College.
Supervisors shall, when appropriate, have discretionary authority to use progressive discipline. Progressive discipline involves applying disciplinary actions which may progress from less serious to more serious actions based upon the initial severity, an employee’s overall work history, and the repeated nature or pattern of misconduct or unsatisfactory performance.
Progressive discipline may range from corrective counseling to termination of employment. The number of steps may vary and steps may be repeated or skipped. The specific disciplinary actions taken and the order in which disciplinary actions are taken depend on the nature and severity of the performance deficiency or behavior and the employee’s work history. Any employee, except a probationary employee, may file a grievance according to the Grievance Procedure Policy, 600.17. Termination shall not be an initial disciplinary action except in severe cases of unsatisfactory performance or behavior. The College President shall make the final determination to suspend or terminate an employee.
Types of Progressive Discipline
- Verbal Warning:
A verbal warning is informal corrective counseling or suggestion for performance improvement. Verbal warnings include, but are not limited to: routine performance errors, tardiness, inappropriate use of work time, unprofessionalism, or inappropriate work attire. A Verbal Warning form is available from the Dean of Administrative Services and HR.
- Written Warning:
A written warning is formal corrective action that is issued when an employee fails to correct a problem after receiving a verbal warning, or as the first step of progressive discipline for more serious misconduct including, but not limited to: violation of safety rules, displays of anger or disrespect, performance issues, neglect or damage of property.
A paid leave of absence may be imposed when it is necessary to remove the employee from the workplace during an investigation or while information is being gathered. If during an investigation the employee is exonerated, the employee shall be reinstated without discipline. If misconduct is verified, the employee shall be subject to formal discipline, up to and including termination. A Vice President/Dean may immediately suspend an employee with pay for no more than one workday. No employee of the College may be suspended for more than one workday, without the approval of the College President. The employee shall be notified by the Dean of Administrative Services and HR or designee of his/her employment status within 24 hours of the suspension.
Termination is used in situations when other forms of disciplinary action fail to remove or correct the problem, or it may be used as the first and only step of discipline in response to the most serious types of offenses. Termination may be appropriate in situations including but not limited to the following:
- endangering or threatening the health or safety of others,
- using alcohol or illegal drugs on college property or during work hours or reporting for duty under the influence thereof,
- falsifying official records,
- using or authorizing another to use any state owned or leased vehicle or other property for other than official purposes,
- physical violence or fighting on the employer’s premises,
- brandishing any firearm or weapon on the employer’s premises,
- immoral or indecent conduct on the employer’s premises,
- serious or pervasive sexual harassment,
- willful destruction or abuse of the employer’s or another employee’s property or materials,
- failure to maintain licensure that is necessary to perform job requirements (e.g. valid driver’s license and professional licensure)
The Dean of Administrative Services and HR shall be consulted prior to any termination. While on suspension, employees shall be given an opportunity to respond in writing to the charges against them prior to imposing termination.
Any employee, except a probationary employee, who is suspended, or dismissed, may file a grievance according to the Grievance Procedure, Policy, 600.17.
Upon termination of service to the College, a written report shall be made to the President explaining the reasons for such termination. A final accounting shall be made of any unused sick leave and/or vacation leave and a computation recorded of any compensation due the employee. The Dean of Administrative Services and HR or designee showing dates of employment, position, classification and salary at the time of separation shall keep an employee history card.
Revised: 7/23/2007, 4/27/2009, 12/20/2010, 9/27/2021
Reviewed 1/2013, 7/2021