Human resources



Disciplinary action is sometimes used to help employees recognize work performance problems. Discussions which accompany disciplinary action can also assist you in strengthening your performance and achieving job success.

Disciplinary actions will often be progressive. First, your supervisor may talk with you about any problems, detailing perceived performance or conduct deficiencies. This discussion may lead to rules being clarified, and your input regarding special circumstances will be considered. Further verbal instruction may be offered to you and you may receive a warning, either verbal or written, about your performance.

If you fail to improve your performance and/or conduct, your supervisor may progress to more serious actions including a written warning, reprimand, suspension or dismissal. For a second warning, you may receive a written summary of the conversation or counseling and the summary may be placed in your file in the department. A written warning may be prepared for any continuing problems which require further action. Warnings will often describe the extent of the problem, courses of action which are required, and a date by which time the problem must be resolved. Possible consequences of continued substandard performance or conduct are often included in a written warning.

A copy of any written warning will be placed in your file in the Office of Human Resources as well as in the department files. You will be required to sign any written warning, indicating that you have read it, and you may enter comments on the warning if you wish. Written summaries and warnings are removed from your files after three years.

You may be discharged immediately or suspended without pay for any serious offense. Serious offenses include, but are not limited to: intentional damage to, or theft of, College property; assault; violation of the College's Weapons Policy (Section 8.5); sexual harassment; drinking alcoholic beverages or using illegal drugs while on the job. You may also be discharged from employment if you receive three written warnings within three years. Failure to provide reasonable notice of your absence to your supervisor is considered willful misconduct and may result in termination of your employment. If you are absent without reporting your absence for three consecutive days, you will be considered to have abandoned your job and will have to re-apply for employment.

Discharge requires the recommendation of your Supervisor and the approval of the Vice President of Human Resources. Each discharge recommendation will be evaluated on its own set of circumstances.