8.1 Problem Solving
Middlebury College strives to maintain effective employer-employee and employee-employee relations within the context of the at-will employment relationship. The College seeks to promote open communication between its employees with appropriate involvement of Human Resources, if necessary, to facilitate a resolution of employee concerns. Employees are encouraged to bring concerns directly to the attention of their immediate supervisor or, if uncomfortable in doing so, to their second level manager, Human Resources, Middlebury College Staff Council (MCSC), or an ombudsperson. If the concern remains unresolved, formal College resources such as an ombudsperson, the Human Resources Office, or the MCSC should be engaged. After a minimum of two rounds of problem solving, having involved an ombudsperson or a member of Human Resources, the employee may file a grievance. A list of ombudspersons can be found under People Who Can Help on the Human Resources Web site.
see: Grievance Procedure
As an educational institution, Middlebury College is committed to maintaining a campus environment where discrimination or harassment on the basis of race, color, ethnicity, national origin, religion, sex, sexual orientation, gender identity and expression, age, marital status, place of birth, service in the armed forces of the United States, or against individuals with disabilities is unacceptable. The College complies with state and federal laws that address discrimination in the workplace.
see: Harassment/Sexual Harassment Policy
8.2 Progressive Discipline
The College maintains a progressive discipline system to serve as a fair and consistent means to enforce College rules and regulations and to address conduct or performance deficiencies. The purpose of progressive discipline is to retain employees through identification and correction of problems. The College recognizes (a) that failure to correct disciplinary problems may lead to suspension or termination, and (b) that serious infractions may result in immediate termination.
If a situation warrants corrective action, the disciplinary actions applied may include a verbal warning, a written warning, a written reprimand, and/or termination from employment. At any stage in the process, the College may decide to separate the employee from his or her work environment. Administrative review leave is used to provide all parties time to reflect on the situation. Administered at the College's discretion, the leave may be for as little as one hour or as long as two days, with no loss of pay. Every action need not be taken in each case, and depending upon the relevant circumstances, the College may decide to take any disciplinary action, including immediate termination, at any time. The College reserves the right to terminate the at-will employment of any employee at any time, with or without cause or notice.
8.3 Staff Training & Development Opportunities
The College encourages the development of employee job skills through a variety of on-site programs that are free of charge to members of the College community, as well as individual career coaching. The Human Resources office maintains a file of information about staff development programs and opportunities.
see: Training Resources
8.4 Staff Development Funds
Continuing Education Fund
The Continuing Education Fund is available for the benefit of eligible Middlebury College employees who are interested in continuing their personal and/or professional development. Through this fund, Middlebury College provides support to eligible staff who wish to enroll in a degree-granting or certificate-granting program, or who wish to enroll in a credit-bearing course or class from an accredited program or institution.
Staff Development Fund
The Staff Development Fund is available to help support job-related training that is required for the job or that is directly related to enhancing job skills and professional development. The application must be submitted in advance of the training. Contact Human Resources for additional information.