9.1 DISCIPLINARY PROCEDURES
Disciplinary action is taken, when necessary, with the intent of correcting and improving performance.
The College will normally try to use "progressive discipline" where increasing penalties are imposed according to the severity and/or repetitiveness of an offense. The College uses both a Verbal Written Corrective Action Notice and a Written Corrective Action in disciplinary actions, both of which will be reviewed with an employee upon preparation. It is hoped that a verbal notice will be sufficient to correct a problem. If this is not the case, a written warning follows, and may be accompanied by probation and/or suspension without pay. Serious violations may necessitate the written notice as a first step. Continued poor performance after suspension or during probation may be cause for termination.
In most cases where disciplinary action is taken, the employee will be given the opportunity to explain his or her side of the case. A section for the employee's comments on the action is provided on the corrective action notice forms. Disciplinary action appeals must follow the Problem Solving Procedure outlines in Section 7.0.
The violation of some policies or procedures is so extreme that immediate dismissal is the only reasonable remedy. An employee may be dismissed without prior notice for the following:
1. Gross negligence or carelessness which results in personal injury, monetary or property damage or other negative impacts on the College.
2. Gross insubordination - refusing to accept a reasonable job assignment which, if not done, could cause personal injury or property damage.
3. Dishonesty - to include thefts as well as falsification of records, such as the application for employment or reports.
4. Intoxication - under the influence of alcohol or drugs while on the job.
5. The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance while on College premises or during the conduct of College business is prohibited and may result in immediate dismissal. Law enforcement authorities will be notified of the facts and circumstances concerning any illegal activity.
6. Failure to respect the confidential nature of College records, payroll information or information about students and/or employees, including disclosure of confidential information to unauthorized individuals.
7. Disorderly conduct - including abusive or profane language, immoral conduct, and threat or use of personal violence.
8. Active dishonesty or embezzlement.
9. Violation of the Policy on use of computer facilities.
10. Immoral or illegal conduct which is unacceptable to the College.
11. Violation of NCAA regulations or guidelines.
12. Gross misuse of College property, including vehicles, tools, equipment, etc.
13. Theft or the unauthorized removal of College property, or property belonging to another whose permission has not been given to take it.
14. Intimidation, sexual harassment or interference with the rights of students or other employees.
15. Any other act or circumstance which, in the judgment of management, is harmful or detrimental in any way to the morale, safety or health or work environment of any other employee or the operation of the College or which otherwise requires discipline or termination in the best interests of the College.
None of us can ever foresee all of the possibilities, and the above list is meant only as an example for our common guidance.