| 1.
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Except
for emergency situations, employees who are
dismissed for unsatisfactory performance of
duties and personal conduct, should receive
at least two warnings: First, an oral warning
with a follow-up letter from the supervisor
to the employee documenting the deficiencies
in performance which were discussed and the
improvement required. Second, a formal written
warning which will serve notice upon the employee
that a continuation of the deficiencies in
performance may result in disciplinary action
and loss of pay or dismissal. |
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a.
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Oral
Warning |
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1. |
Review
with the employee exactly what is expected
of him/her and why. |
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2.
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Explain
to the employee how he/she has not met the
requirements and why his/her performance has
been unacceptable. |
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3. |
Allow
the employee to give the reasons for his/her
actions or failures. |
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4. |
Make
suggestions for corrections (remind the employee
that the services of the Employee Assistance
Program (EAP) are available). |
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5. |
Establish
a reasonable period of time for the employee
to correct the problem. |
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6. |
Review
with the Vice President for Administrative
Services and any intermediate superior/supervisor
the contents of the letter to the employee
prior to a delivery of this letter to the
employee by the supervisor. |
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b. |
Formal
Written Warning
Before
issuing the formal written warning, the president
ad the superior/supervisor must review the
contents of the letter which will include
a notice to the employee that a continuation
of the practice may result in dismissal.
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c. |
Dismissal |
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1. |
Before
an employee is dismissed because of unsatisfactory
performance of
duties, the following should occur: |
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a. |
A
written summary of the case will be prepared
by the supervisor ad reviewed with the President. |
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b. |
The
Chairman of the Board of Trustees will be
notified of each proposed dismissal. |
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c. |
If
an employee is dismissed, the employee will
receive written notice, a copy of the notice
will be placed in the employee’s file.
Exception: An employee may be dismissed without
warning for cause(s) relating to personal
conduct detrimental to college or state service
in order to avoid undue disruption of work
or to protect the safety of persons or property
or for other serious reasons.
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| Suspension |
| 1.
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Suspension
is for use at the President’s
discretion, to discipline. Such disciplinary
suspension may not exceed 10 working
days without pay. It may also be used
in the President’s discretion
to provide time to investigate, establish
facts, and reach a decision concerning
an employee’s actions in those
cases where it is determined the employee
should not continue working pending
a decision. |
| 2. |
When
immediate suspension is made, the supervisor
will tell the employee to leave the
college property at once and either
report back to the superior/supervisor
the following day or remain away until
further notice. |
| 3.
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When
immediate suspension is made, all facts
leading to the suspension must be clearly
understood by the President or his designee.
A written statement must be prepared
giving the circumstances and facts which
led to the decision for suspension and
a copy furnished the employee at a reasonable
later date. |
| 4.
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Failure
of the employee to report back to work
when requested, or at the suspension
expiration date, will be considered
a termination of his/her employment,
and any subsequent reinstatement or
re-employment shall be on the basis
of new employment. |
| 5.
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| Any
suspension must be fully documented,
stating: |
| a. |
Beginning
date. |
| b. |
Reasons
for action. |
| c. |
Brief
description of plans and procedures
for solving problem. |
| d. |
Signature
of appropriate levels of authority. |
| At
the conclusion of the suspension,
dates and details of the action
taken shall be placed in the appropriate
personnel file. |
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| 6. |
If
the college President determines that
there is a problem that exists with
an employee’s personal conduct
or performance of duty that constitutes
an emergency requiring the employee’s
removal from duty, he may suspend with
or without pay. The employee will be
notified, in writing, of the suspension,
and the grounds or reasons for the suspension,
within twenty-four hours of the action
taken. Within ten days, after notice
to the employee, the Personnel Committee
of the Board of Trustees will consider
whether or not the suspension will be
continued. |
| 7. |
If
the employee is suspended and later
reinstated by the Board of Trustees,
he/she is to be reinstated to his/her
same classification, and rate of pay,
but the President may recommend that
the suspension be without pay for the
time period from date of suspension
to the date of reinstatement or any
portion thereof. Such a determination
will be based upon consideration of
the degree to which the employee was
responsible or contributed to the reasons
for the suspension. |
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