A4100.60 Corrections

Operating Standard

Type: Administrative
Responsible: CHRO; Executive Director, Human Resources
Related Policies: B3001, B3003, B3004, A4000, A4100, A4200, A4300, A4400
Linked Operating Standards: 
Related Laws: Title IV, Title VII, FLSA
Related External Standards: None
HLC Criterion: 1C1C The institution provides opportunities for civic engagement in a diverse, multicultural society and globally connected world, as appropriate within its mission and for the constituencies it serves., 2A2A The institution establishes and follows policies and processes to ensure fair and ethical behavior on the part of its governing board, administration, faculty and staff., 5B5B The institution’s resource base supports its educational offerings and its plans for maintaining and strengthening their quality in the future.

 

Statement

A first offense for certain misconduct which is of a serious nature could result in immediate dismissal without prior warning.   For other types of misconduct which are less serious, the employee’s director may, at his/her discretion, choose to utilize progressive disciplinary action to give the errant employee a chance to correct his/her behavior.   A manager may skip steps or repeat steps depending on the circumstances but the basic progressive disciplinary process includes:

  1. Verbal Warning
  2. Written Warning
  3. Final Written Warning
  4. Demotion or Dismissal

All disciplinary action should be in consultation with the Human Resources Director.  Actions resulting in demotion or dismissal would then be taken to the President and Board for approval.

New Policy:  July 2016

 

Change LogGovernance Unit: Human Resources Council 
DateDescription of Change