Good working relationships require everyone to meet their responsibilities to the College, themselves, and the people with whom they work.
At all times employees are expected to meet the College's standards for work performance and business conduct and to follow the policies and procedures covered in this handbook.
Through the process, corrective action employees are given a chance to improve when their performance does not meet College standards. However, in appropriate instances, failure to meet the College's standards can result in release without notice.
Corrective action benefits both the employee and the College. While corrective action can lead to suspension or termination, the purpose of the procedure is to correct the problem, improve performance, and retain the employee's services for the College.
The corrective action procedure applies to all continuing employees after they have completed their probationary period.
What "Corrective Action" Means
The corrective action procedure is a guide to help administrators and Vice Presidents manage performance or disciplinary problems. Working within the framework of this procedure, the administrator/Vice President applies his or her own judgment as to how a problem can best be handled.
Depending on the situation and the employee's degree of improvement the administrator/Vice President may repeat, bypass, or shorten the time span between any of the steps listed below.
In an open and informal manner, the administrator/Vice President will meet with the employee to identify the problem, suggest ways of improvement, and to set a reasonable time limit for improvement to occur. During this informal warning, the administrator will also discuss the consequences of not correcting the problem.
The employee will have an opportunity to respond. He or she may have been unaware of the problem or have pertinent facts which could affect the situation.
If informal discussions fail to result in improved performance by the employee, more formal action may be necessary. The administrator/Vice President may write a Corrective Action Warning memo which the employee will be asked to sign to indicate he or she has read and understood it. The memo will list all the points discussed earlier and clearly specify the expected improvement, as well as further actions to be taken if these expectations are not met.
The usual time limit set for improvement is three months, although this can vary depending on the nature of the problem and on performance. During this time, salary increases may be deferred, and the employee will not be eligible for promotions or transfers.
This is a very serious step which is taken only with the approval of the Vice-President for Human Resources and the Administrative Vice President/President.
A final warning is a written warning documenting previous actions and discussions. Essentially, a final warning means that if the employee does not correct the problem or continue improvement, he or she may be released.
The time limit for a final warning is six months; however, the employee may be released at any time before or after six months, if sufficient improvement is not shown or maintained.
In serious cases, a formal or final warning may be the first step in the corrective action process.
An employee under final warning will not be eligible for promotion, transfer, or salary increases.
Opportunity for Review
At any step of the corrective action procedure an employee can have the action reviewed through the Problem-Review Procedure.
If an employee's actions are seriously disrupting department operations or if the problem requires immediate attention, the employee can be suspended without pay while the supervisor investigates the problem. Based on the investigation, the employee may be reinstated with pay if he or she was not at fault. If the employee is found to be at fault for the situation, he or she may be reinstated without pay for the suspension or may be released.