Disciplinary action is directed at the offending act and not the employee, with the expected result being a positive change in performance and/or behavior and not punishment of the employee. When the College deems appropriate, it may initiate disciplinary action. Among the types of disciplinary action that the College has used are oral/verbal warnings, written reprimand/warning, transfer, demotion, disciplinary suspension with or without pay, and termination.
Progressive discipline is encouraged. However, the College utilizes progressive discipline and the type of disciplinary action imposed depends on the facts of each case, including prior work and disciplinary history and the nature and severity of the offense. In some instances, the conduct may warrant immediate termination.
The following is an example of how progressive discipline could proceed:
- An oral warning and policy review for the first offense.
- If the oral warning/policy review does not result in correction of performance and/or behavior, a written reprimand/warning will be issued for the next subsequent offense.
- If the first two steps do not result in a satisfactory correction, a disciplinary suspension with or without pay or termination of employment could result, depending on the severity of the subsequent offense.
This procedure is not to be interpreted as a restriction on the College’s right to hire and terminate or as a promise that the College will terminate employees only for “just cause” or in accordance with a particular procedure. The College reserves the right to combine and skip steps depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary.
Behavior that is illegal is not subject to progressive discipline and may be reported to local law enforcement. Theft, working while under the influence or impaired by drugs and/or alcohol, fighting, and other actions of violence are also not subject to progressive discipline and may be grounds for immediate termination. This is not an exhaustive list of behavior that will subject an employee to immediate termination.
An employee may be disciplined for various types of inappropriate conduct including, but not limited to, the following:
- consistent failure to follow rules
- failure to observe scheduled work hours; failure to contact supervisor in the event of illness or absence within 1 hour of the schedules start of work; failure to report to work when scheduled; unauthorized or excessive use of sick leave or any other leave of absence; job abandonment by failing to call-in after three or more days of absence.
- willful disobedience or insubordination
- immoral or indecent conduct
- theft, misappropriation, or unauthorized possession or use of property, documents, records, or funds belonging to the College, or any student or employee; removal of same from College premises without authorization.
- unauthorized use of College equipment or property or unauthorized removal of College property from College premises
- malicious damage to property, tools, and equipment belonging to the College or its employees
- willfully or carelessly violating rules regarding security, safety and fire prevention.
- poor work performance
- disruptive behavior and conduct
- inability or unwillingness to adequately perform the assigned job
- dishonesty
- conviction of , or plea of guilty or no contest to, a felony or crime that is job-related
- giving false information on the employment application, resume, or any other College document regardless of when discovered; changing or falsifying student records, College records, or personnel, pay or timekeeping records without authorization
- divulging confidential information
- using, carrying or possessing weapons in violation of the College’s workplace violence policy
- gambling on College premises or using College resources
- fighting, threatening behavior or language, or engaging in or threatening to engage in acts of violence
- harassment, sexual harassment, retaliation, or otherwise violation of the College’s prohibition against discrimination
An employee placed on disciplinary suspension may not use paid leave of any type. However, the College will continue all benefits coverage during the suspension period so long as the suspended employee pays their respective portion of any required benefit premium.