CHAPTER FOUR: EMPLOYMENT CONDITIONS 4.3

D. Corrective Action

The purpose of this section is to make employees aware of some of the college's performance standards and the consequences of failure to meet standards.

If a supervisor believes an employee is not meeting the performance standards required, a typical first step is for the supervisor to discuss the situation directly with the employee to ensure the employee understands what is expected.

Documented corrective action may follow one or more discussions between supervisor and employee when performance remains below standard following a reasonable time permitted for improvement to be shown.

However, each situation is unique and will be treated on a case-by-case basis. As a result, corrective action may, at times, be initiated when no prior discussion about performance has occurred.

All corrective action documentation will be reviewed and approved by the immediate supervisor, the next level of supervision and the director or associate director of human resources, before discussing it with the employee.

The following list illustrates behaviors that may result in verbal or written communication about performance deficiencies. Continued and/or multiple occurrences may result in further corrective action, up to the possibility of termination of employment. These are examples and not intended to be an all-inclusive list.

  1. Unacceptable attendance.
  2. Failure to personally notify the supervisor of an absence within one hour after the start of the regular work schedule.
  3. Failure to adhere to work schedules: starting time, ending time, meal and break periods.
  4. Unacceptable work performance.
  5. Performing unauthorized personal work during the regular work schedule.
  6. Failure to complete a time sheet as instructed, or falsification of a time sheet.
  7. Violating safety rules.
  8. Violating campus vehicle regulations.
  9. Interfering with another employee's performance of duties.
  10. Distributing material or posting it on bulletin boards, walls, etc. without authorization.

Except for circumstances justifying immediate termination as determined by the college, termination of employment will generally be preceded by the following actions:

  1. At least one written corrective action document that has been prepared by the supervisor has been presented to the employee. The documentation will be reviewed and approved by the next level of supervision and the director or associate director of human resources prior to reviewing it with the employee.
  2. The last corrective action document specified that failure to improve could result in termination of employment.
  3. Two levels of supervision, the appropriate vice president, and the director of human resources have reviewed the facts and agree to terminate.
  4. The president has concurred with a recommendation to terminate an employee who has at least five years of service.

Although not an all-inclusive list, some circumstances that could result in immediate termination are:

  1. Violating any of the behavioral standards of the "Community Life Statement."
  2. Willful misuse or theft of college resources.
  3. Misrepresenting or omitting pre-employment information.
  4. Dishonesty or willful disobedience.
  5. Abuse of or disrespect for authority.
  6. Fighting, threatening and/or endangering the life or safety of others.
  7. Willful damage to college property or the property of another person.
  8. Gross violation of safety rules.
  9. Possessing weapons.
  10. Being absent from work for more than three days without calling in or receiving prior approval.
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