Middlebury

 

Progressive Discipline

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.

Progressive Discipline 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 is fully documented.
  2. A personal meeting should 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 member of Human Resources should review the documentation.
  4. A copy of the documented termination decision should be sent to the Student Employment Office.