TERRA STATE COMMUNITY COLLEGE Fremont, OH 43420 ...

TERRA STATE COMMUNITY COLLEGE
Fremont, OH 43420
POLICIES AND PROCEDURES
CORRECTIVE/PROGRESSIVE ACTION Effective 6/24/2009
(A) THE COLLEGE MAY IMPOSE CORRECTIVE/PROGRESSIVE ACTION
LESS SEVERE THAN DISCHARGE IF, IN THE EXERCISE OF ITS SOLE
DISCRETION, IT CONCLUDES THAT OTHER FORMS OF CORRECTIVE
ACTION ARE THE APPROPRIATE RESPONSE TO THE EMPLOYEE'S
CONDUCT OR PERFORMANCE.
PROCEDURE
(1) This procedure applies to all full and part-time employees unless
specifically excluded or limited by the explicit provisions of a collective
bargaining agreement.
(2) Should an employee’s performance, work habits, or behavior become
unsatisfactory in the judgment of the College, based on a violation of
employee standards, code of ethics, or College policies, procedures, rules or
regulations, that employee will be subject to corrective action, up to and
including dismissal. Unacceptable conduct also includes, without limitation,
incompetence, inefficiency, dishonesty, drunkenness, immoral conduct,
insubordination, discourteous treatment of the public, neglect of duty, or
failure of good behavior. Supervisors shall actively manage performance
and take corrective steps when appropriate.
(3) The College recognizes that certain types of misconduct and/or poor
performance are correctable while others are not. Corrective/Progressive
action is an attempt to correct offensive behavior and/or improper
performance.
(4) The College reserves the right to initiate corrective action at any of the
following steps should an offense or performance issue be determined by the
College to be sufficiently serious. Otherwise, the progressive corrective
approach utilized by the College shall be followed.
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(a)
Informal Counseling:
Informal counseling is provided by the Supervisor in a meeting
with the employee for the purpose of discussing the problem in
an atmosphere of mutual respect, understanding, and confidence.
(1) At the meeting, every effort shall be made to identify the cause
and resolve the problem. The supervisor will inform the
employee of the specific issue and what is expected of him or her
in the future.
(2) No formal records of the discussion will be maintained in the
Office of Human Resources’ personnel file, although supervisors
are advised to keep their own notes of such meetings in the event
there is a repetition of the improper conduct. These sole
possession notes are kept in the Supervisor’s custody and are not
considered a public record.
(b)
Pre-disciplinary Due Process Meeting:
If the problem was not resolved through the informal counseling,
the supervisor will contact the Vice President for Student and
Administrative Affairs to request a Pre-disciplinary Due Process
Meeting.
Due Process Meetings provide the forum where parties to an
allegation are afforded the opportunity to present information for
review. The Vice President for Student and Administrative
Affairs or his/her designee shall preside over the meeting.
(1) The employee will receive written notice which will outline the
perceived improper conduct along with a date, time, and location
of the meeting. Bargaining unit members shall have the right to
be represented at such meeting by representative(s) of their
association.
(2) The employee is responsible for presenting his or her own
information, and therefore, representatives are not permitted to
speak or to participate directly in any meeting without special
permission from the Vice President for Student and
Administrative Affairs or his/her designee.
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(3) Both the supervisor and the employee will be given the
opportunity to state issues regarding the perceived improper
conduct from his/her perspective.
(4) Within ten (10) workdays of the meeting with the Vice President
for Student and Administrative Affairs, the administration will
issue a written decision regarding the level of discipline imposed
and the reasons therefore, if a collective bargaining unit member
is involved, a copy of this written decision will be sent to the
association. A copy of this report shall also be given to the
employee and his/her supervisor.
(5) The Vice President for Student and Administrative Affairs will
determine the appropriate level of discipline that the College will
impose:
a. WRITTEN WARNING – a notice in writing to the employee
stating that the employee has violated employee standards,
institutional policies, procedures, or acceptable code of ethics.
A copy of this notice will be filed in the Employee’s
personnel file.
b. SUSPENSION – separation of the employee from the College
for a definite period of time, after which the employee is
eligible to return to work. Suspension periods may be paid or
unpaid leave periods.
c. TERMINATION OF EMPLOYMENT – an employee may be
discharged. If the decision is made to discharge, the President
or his/her designee shall notify the employee of his/her
employment termination.
d. DISCRETIONARY SANCTIONS – the Vice President for
Student and Administrative Affairs or his/her designee may
impose other disciplinary appropriate sanctions which are not
listed above.
(6) More than one of the sanctions listed above may be imposed for
any single violation.
(7) The Vice President for Students and Administrative Affairs or
his/her designee will notify the employee in writing of the final
decision.
(8) All documentation related to the Due Process Meeting will be
kept in the employee’s personnel file.
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(B) TERMINATION OF EMPLOYMENT OF PERSONNEL SHALL BE AT
THE SOLE DISCRETION OF THE PRESIDENT OR HIS/HER DESIGNEE.
(C) IN CERTAIN CIRCUMSTANCES, THE VICE PRESIDENT FOR STUDENT
AND ADMINISTRATIVE AFFAIRS OR HIS/HER DESIGNEE MAY
IMPOSE AN INTERIM SUSPENSION PRIOR TO THE DUE PROCESS
MEETING. INTERIM SUSPENSION IS AN ACTION REQUIRING THAT
AN EMPLOYEE IMMEDIATELY LEAVE THE CAMPUS AND COLLEGE
PROPERTY.
(1) Interim suspension may be imposed a) to ensure the safety and well being of
members of the College community or preservation of College property; b) to
ensure the employee’s own physical or emotional safety and well being; or c)
if the employee poses an ongoing threat of disruption of or interference with
the normal operations of the College.
(2) During the interim suspension, the employee shall be denied access to the
campus and/or all other College activities for which the employee may
otherwise be eligible.
(3) If needed, the employee may contact the Vice President for Student and
Administrative Affairs to request special permission to visit the College if said
trip is absolutely necessary.
(D) ALL SEPARATED EMPLOYEES MUST REPORT TO THE HUMAN
RESOURCES OFFICE BEFORE EMPLOYMENT CEASES TO
COMPLETE THE EXIT INTERVIEW.
PROCEDURE
(1) It shall be the responsibility of departing employees to complete an exit
process in the Human Resources Office before employment ceases.
(2) Full-time employees will be advised of COBRA choices, ending dates for
insurance coverage, retirement alternatives, and disposition of remaining
vacation and sick days credited to them, if applicable.
(3) At this time, keys and ID badge shall be turned in along with any other
College property entrusted to the departing employee.
(4) Employee files, equipment, or other College property shall be reviewed
with the employee's Supervisor.
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