Policy 05:14:00 Employee Conduct
Revision Responsibility: President/CEO Responsible Executive Office: President/CEO |
Purpose: To outline standards of professional conduct and work performance expected of College employees in order to provide high quality services to our students and our college community. |
Policy: I. Application to Employees This policy is applicable to all personnel hired in faculty, administrative, or staff personnel positions. II. Standards of Conduct The following standards illustrate expectations for acceptable work performance and workplace behavior, but may not be all-inclusive. A. Attendance
B. Work Performance as Measured by the Performance Evaluation Process 1. Administration and Staff a. Employees earning ratings of “Exceeds Job Expectations” clearly and consistently exceed requirements of their current positions. b. Employees earning ratings of “Meets Job Expectations” clearly meet requirements of their current positions. c. Employees earning a rating of “Needs Improvement” demonstrate a level of accomplishment below expected standards of performance. d. Employees earning “Unacceptable” ratings are performing below minimum job requirements. 2. Faculty Work performance for faculty will be evaluated through the faculty evaluation process as described in college policy III. Unacceptable Standards of Conduct (Offenses) A. Gross Misconduct Offenses In the case of gross misconduct, immediate disciplinary action up to and including termination may be taken. Gross misconduct may include, but is not necessarily limited to:
B. Other Offenses Which May Result in Termination for Adequate Cause
C. Other Offenses Constituting Misconduct These offenses include acts or behaviors that are severe in nature that may or may not constitute gross misconduct, but could result in disciplinary action and/or dismissal.
These behaviors, which are considered as unacceptable and which may warrant disciplinary action by the college administration, include the following examples:
IV. Off-the-Job Conduct Off-the-job conduct undertaken as a representative of the College or in violation of the law may make an employee subject to disciplinary action. V. Corrective Action It is the intent of the college to identify employee performance and/or behavior problems in such a way that the employee has a reasonable opportunity to correct the problem without requiring disciplinary action, unless the college administration judges that the circumstances warrant immediate disciplinary action. Corrective actions may be identified in the following ways: A. Informal evaluation by the supervisor B. Periodic formal evaluation as required by college policy C. Interim formal evaluation D. Oral Warnings An oral warning is an informal discussion between the employee and his or her supervisor relating to a problem(s) with the employee’s work performance and/or behavior. An oral warning will be documented. E. Written Warnings A written warning documents specific disciplinary actions to be taken by the college administration if an employee fails to rectify a problem(s) in her or his work behavior or performance. VI. Disciplinary Action The college may take various disciplinary actions for employee misconduct or failure of an employee to correct previously identified work performance or behavior problems. Disciplinary action may be immediate for severe offenses. Possible disciplinary actions include, but are not limited to: A. Probation B. Suspension, with or without pay C. Demotion D. Termination |
Procedures: I. Performance Evaluation A. Informal Evaluation Supervisors are expected to evaluate employees they supervise continuously throughout the year, informally identifying examples of outstanding performance as well as opportunities for improvement. B. Formal Evaluation All employees will be formally evaluated in accordance with either policies for administrative staff, faculty, and staff. These policies provide for identification and documentation of outstanding employee performance as well as identifying opportunities for improvement and plans for improving performance. C. Interim Evaluation for Support, Administrative and Professional Employees
D. Oral Warning
E. Written Warning
II. Disciplinary Action A. Supervisors will consult with the appropriate vice president prior to taking disciplinary action to assure that actions are consistent with college policy and are appropriately documented. B. The supervisor will advise the employee of his or her rights under college policy relative to disciplinary actions. |
Created: August 6, 2009 |