Progressive Discipline

The College established 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, and/or termination from employment. Every action need not be taken in each case, and depending upon the relevant circumstances, the College may take any disciplinary action, including immediate termination, at any time. Relevant circumstances may include the seriousness or severity of the individual employee's deficiencies in performance and/or conduct, prior performance and conduct, and management's assessment of appropriate factors identified during the investigation. The College reserves the right to terminate the at-will employment of any employee at any time, with or without cause or notice. Examples of summary discharge include, but are not limited to:

1. Conduct that is in opposition to the College's nondiscrimination statement;
2. Insubordination;
3. Not completing tasks or assignments given;
4. Tardiness or frequent absences;
5. Improper attire per department policy;
6. Improper use of work privileges for personal gain;
7. Theft of College property, personal property, or theft of service;
8. Falsification of records, time cards, or claiming sickness under false pretenses;
9. Disorderly conduct while on the job;
10. Deliberate, frequent, and/or recurring violations of stated safety regulations, even if they are not intentional;
11. Use or possession of, or being under the influence of illegal substances or alcohol while at work;
12. Threatening physical harm, or actual physical violence to another member of the College community, on or off campus; or
13. Breach of confidentiality, which is defined as releasing to unauthorized persons, or misuse of confidential information to which an employee is privy because of his/her job.

Procedures

Verbal Warning

1. The supervisor notifies the student employee of the issues with his/her performance and/or conduct.
2. The employee must be provided with specific examples of the issue(s).
3. The employee must have the opportunity to respond to the issue(s) raised.
4. The supervisor must make concrete recommendations for improvement to the employee.
5. The supervisor must emphasize in a constructive manner the College's expectation that the employee will resolve the issue(s).
6. The supervisor must inform the employee of the possibility of further action if satisfactory improvement is not made.
7. The supervisor must document the discussion with the employee, including date, issue, and recommendations made.

Written Warning

1. The supervisor determines (a) that a problem previously discussed with an employee has not been corrected or is becoming more serious, or (b) that other disciplinary problems with the same employee have arisen.
2. The written warning must be in the written form from the immediate supervisor to the student employee.
3. The warning must identify the performance and/or conduct issues, provide examples, describe the College's expectations and recommendations for improvement, and inform the employee of the possible consequences if satisfactory improvement is not demonstrated (further disciplinary action up to, and including termination).
4. The written warning must be reviewed with the employee during a face-to-face meeting with the supervisor.
5. The student employee must have the opportunity to respond to the issues raised, make suggestions, and request the supervisor's assistance.
6. The student employee and supervisor sign the document to acknowledge receipt and understanding of the warning. The employee must be given a copy.
7. The original signed warning must be sent to student employment.

Termination

1. The circumstances of the termination decision must be fully documented.
2. A personal meeting must be held with the employee to inform him/her of the termination and to explain the circumstances.
3. Prior to the termination meeting, the coordinator of Student Employment or a Human Resources Generalist should review the documentation.
4. A copy of the documented termination decision must be sent to the Student Employment Office.