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.
- Unacceptable attendance.
- Failure to personally notify the supervisor of an absence within
one hour after the start of the regular work schedule.
- Failure to adhere to work schedules: starting time, ending time,
meal and break periods.
- Unacceptable work performance.
- Performing unauthorized personal work during the regular work
schedule.
- Failure to complete a time sheet as instructed, or falsification
of a time sheet.
- Violating safety rules.
- Violating campus vehicle regulations.
- Interfering with another employee's performance of duties.
- 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:
- 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.
- The last corrective action document specified that failure to
improve could result in termination of employment.
- Two levels of supervision, the appropriate vice president, and
the director of human resources have reviewed the facts and agree
to terminate.
- 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:
- Misrepresenting or omitting pre-employment information.
- Willful misuse or theft of college resources.
- Dishonesty or willful disobedience.
- Abuse of or disrespect for authority.
- Fighting, threatening and/or endangering the life or safety of
others.
- Willful damage to college property or the property of another
person.
- Gross violation of safety rules.
- Possessing weapons.
- Being absent from work for more than three days without calling
in or receiving prior approval.
- Violating any of the behavioral standards of the "Community Life Statement."
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