793.0 Disciplinary Actions

P-793.0 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.
Pr-793.0.1 Investigation/Discipline Procedure

Concerns are investigated in a thorough, reliable, and impartial manner prior to disciplinary action being taken.

For concerns of discrimination, harassment, sexual harassment, and sexual violence, investigation procedures are located in P-534 Prohibition of Discrimination, Harassment, Sexual Harassment, and Sexual Violence.

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: Verbal Warning
  • Step Two: Written Warning
  • Step Three: Final Written Warning (a Disciplinary Suspension may occur concurrently)
  • Step Four: Dismissal
Pr-793.0.2 Administrative Leave

An employee may be placed on Administrative Leave while the College completes an investigation of an alleged policy violation. This is an interim measure which may be imposed temporarily by joint decision between Human Resources management and the division Vice President or by the Title IX Coordinator in Title IX matters. In the event of an Administrative Leave, the employee will be notified whether the time away from work will be with or without pay. Violation of Administrative Leave may lead to disciplinary action(s).
D-793.0.1 Step One: Verbal Warning

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.
D-793.0.2 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 and/or Human Resources management 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.
D-793.0.3 Step Three: Final Written Warning/Disciplinary 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, the supervisor and/or Human Resources management will meet with the employee to discuss the concern. The employee will receive final written notification of the concern and the expectations that must be satisfactorily met. A Final Written Warning may also be accompanied by a Disciplinary Suspension. 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. A copy of the final 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.
D-793.0.4 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.
  • Failure to follow safety practices
  • Falsification of the College's records
  • Insubordination
  • Knowingly making false or misleading statements during investigation/disciplinary procedures
  • Theft
  • Threat of, or the act of, doing bodily harm
  • Violation of Drug-Free Workplace Policy
  • Violation of policies regarding discrimination, harassment, sexual harassment, or sexual violence
  • Willful or negligent destruction of property
Pr-793.0.3 Appeals Process

An appeal process is available to staff members and is located in P-790.2 Problem Solving.
Policy Code Key
P Policy PR Procedure D Definition S Supplement

Content Owner: Donna Davis - ddavis@stchas.edu
Page Updated by: Julie Parcel - jparcel@stchas.edu 
Date Issued:
Date Revised: 7/07/15