Corrective action encompasses disciplinary action and performance improvement plans, whether applied together or separately. The causes for corrective action to include counseling, warning, performance improvement plans, suspension, and/or dismissal fall into two categories: (a) causes relating to performance of duties, and (b) causes relating to personal conduct detrimental to the college. Causes for corrective action shall include, but not be limited to:
Depending on the severity or nature of the action, the College Leadership Team will determine which step of correction action is required. If an offense is of sufficient severity, corrective action may begin with disciplinary action at an advanced stage, up to and including immediate dismissal. Therefore, the College maintains the right to suspend or dismiss any employee, as outlined in this policy, without providing for any or all of the following disciplinary actions or performance improvement plans.
Disciplinary action may include verbal warnings, written warnings, suspension with or without pay, or termination of employment (dismissal).
Except for situations that may warrant disciplinary action at a more advanced stage, employees who are disciplined for unsatisfactory performance of duties or personal conduct should receive at least three warnings. First, a verbal warning to the employee documenting the deficiency(ies) in performance which was/were discussed and the improvement(s) required. Second, a written warning which will serve notice upon the employee that a continuation of the deficiencies in performance may result in further disciplinary action including a final written warning, suspension, loss of pay, or dismissal. Third, if offered to the employee, a final written warning is considered a last chance, and if an employee does not achieve improvement in performance/conduct, dismissal will normally be the result.
Counseling by an employee’s immediate supervisor/administrator will normally be the first effort to correct the employee’s deficiency(ies) in performance of duties or personal conduct. When an employee’s work or conduct is unsatisfactory and if counseling does not correct the situation, warnings may be used as a way of placing the employee on notice about unacceptable performance or conduct and progressive discipline consisting of increasingly stronger disciplinary action will normally be followed.
A verbal warning may be issued in a first attempt to correct occurrences of inappropriate performance and/or conduct. When implementing a verbal warning the supervisor will take the following actions and document them on a Corrective Action form:
A written warning may be issued for repetition of an offense covered in a previous verbal warning or the first occurrence of a more severe offense. All pertinent information shall be contained in the written warning and documented on a Corrective Action form, to include the date and nature of the initial offense, the investigative information, and the decision of the immediate supervisor. There shall be a space where the affected employee shall be given the opportunity to respond in writing to the warning.
Before issuing the written warning, the Director of Human Resources and the appropriate VP/Executive Dean must review the contents of the warning on the Corrective Action form which will include a notice to the employee that a continuation of the practice may result in dismissal.
Performance Improvement Plan
A Performance Improvement Plan should be used once a written warning or more advanced disciplinary action has been issued. The (PIP) is designed to facilitate constructive discussion between a faculty/staff member and his or her supervisor and to clarify the work performance to be improved. It is implemented when it becomes necessary to help a faculty/staff member improve his or her performance. The supervisor develops the PIP with the purpose of the outlining expectations and activities to help the employee to attain the desired level of performance.
Final Written Warning
A final written warning may be issued for repeated lesser offenses that have been identified by the immediate supervisor and not corrected by the employee despite previous disciplinary action(s) or for the first occurrence of a very serious offense(s).
Before an employee is dismissed because of unsatisfactory performance of duties or personal conduct, the following should occur:
An employee may be suspended or dismissed without warning during the contract period for cause(s) relating to personal conduct detrimental to college or state service in order to avoid undue disruption of work; or to protect the safety of persons or property; or for other reasons determined to be serious enough to warrant such action.
Right to Appeal
Any employee, including those on employment contracts of any type who are disciplined by written warning, suspended, or dismissed for performance of duties or personal conduct will have access to due process by appealing the decision through the grievance procedure.
Position elimination or Reduction in Force may be necessary at any time as a result of institutional financial exigency, reorganization, program reduction or elimination. Employees dismissed as a result of position elimination or Reduction in Force do not have access to due process by appealing the decision taken by the College.
Revised: March 19, 2018