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Disciplinary Actions

To ensure the College's business is conducted properly and efficiently, all employees must conform to certain standards of attendance, conduct, work performance and other work rules and regulations. In many instances when a concern arises, the supervisor will coach the employee in an effort to develop an effective solution. In the event a concern continues to exist, the disciplinary procedure may be implemented.

There may be situations in which the seriousness of the concern justifies the omission of coaching, and omission of one or more of the disciplinary steps. Likewise, there may be times when the College may decide to repeat a disciplinary step.

Discipline Procedure

Violation of the College’s performance standards, policies, procedures, and practices or standards of conduct generally, but not always, may be handled in the following progressive manner:

• Step One: Oral Reminder
• Step Two: Written Warning
• Step Three: Suspension
• Step Four: Dismissal

Step One: Oral Reminder

The supervisor will meet with the employee to communicate the concern and the expected remedy. The purpose of this conversation is to serve as a reminder of a rule or a performance expectation, and to clarify the employee’s responsibility to meet expectations.

Step Two: Written Warning

If performance does not improve, or if there is continued or additional violation of the College’s performance standards, policies, procedures, and practices or standards of conduct, the supervisor will meet with the employee to discuss the concern. The employee will receive written notification of the concern and the expectations that must be satisfactorily met. A copy of the written notification will be placed in the employee’s personnel file.

Step Three: Suspension

If performance does not improve, or if there is continued or additional violation of the College’s performance standards, policies, procedures, and practices or standards of conduct following the Written Warning, a Suspension may result. In this situation, the employee will spend a determined number of unpaid day(s) away from work. During this time away from work, the employee will decide whether to return to work and adhere to all requirements, or whether to terminate employment with the College. The employee will receive written notification of the concern and the expectations that must be satisfactorily met. A copy of the written notification will be placed in the employee’s personnel file.
As deemed necessary by the Administration of the College, an employee may be placed on Suspension while the College completes an investigation of an alleged policy violation. In this situation, the employee will be notified whether the time away from work will be with or without pay.

Step Four: Dismissal

Dismissal is defined as the ending of the employment relationship by the College, and this typically results after progressive disciplinary steps have failed to correct the concern. However, in certain situations immediate dismissal may occur.
The actions listed below are a representative sample of occurrences which may lead to immediate dismissal. Other actions not specified below, but of a similarly serious nature may also result in immediate termination of employment.

• Theft
• Falsification of the College's records
• Failure to follow safety practices
• Breach of Confidentiality Agreement
• Threat of, or the act of, doing bodily harm
• Willful or negligent destruction of property
• Use or possession of intoxicants, illegal drugs, or narcotics