Employee Disciplinary Actions

Type

Procedure

Category

Human Resources

Department

Human Resources

Phone

(541) 463-5313

Primary Contact

Dennis Carr

Contact Email

Responsible Executive Authority

Chief Human Resources Officer

Purpose

This procedure describes the steps a manager should take when considering disciplinary action for an employee. Managers are responsible for ensuring that discipline is not arbitrary, capricious, unreasonable, or discriminatory and is imposed within a reasonable framework. Assistance is available to all administrators through Human Resources.

Narrative

Managers are responsible for ensuring that discipline is not arbitrary, capricious, unreasonable, or discriminatory and is imposed within the following framework:

  1. Employees know (or should know) in advance the risks for rule infractions;
  2. Discipline is consistently applied;
  3. Work rules are reasonable and related to the orderly, efficient and safe operation of the department;
  4. Discipline is properly escalated;
  5. Discipline is corrective rather than punitive; and
  6. Discipline is timely.

Selecting Suitable Disciplinary Action

It is the department administrator's responsibility to:

  1. Evaluate the circumstances and facts;
  2. Seek guidance, if needed;
  3. Select the most suitable form of discipline; and
  4. Apply it.

The type of discipline to be administered should depend on the severity of the infraction and must be in accordance with the appropriate union contract or management working conditions. Extremely serious offenses, such as stealing, insubordination or striking a supervisor, student or co-worker, may justify summary discharge without the necessity of prior warnings or attempts at corrective discipline. Less serious infractions generally call for a progressive form of discipline.

Administrators are encouraged to contact Human Resources with questions about suitable discipline.

Steps of Progressive Discipline

The steps of progressive discipline are generally:

  1. Verbal warning;
  2. Written warning;
  3. Suspension without pay; and
  4. Discharge.

The decision to progress from one step of discipline to the next will depend upon the severity of the infraction, the employee's record with the college, the relationship of the current infraction to past warnings, and other variables.  Administrators are encouraged to contact Human Resources with questions about this progression.

Department administrators considering the discharge of an employee under these guidelines must obtain prior approval of the appropriate vice president. If the employee is covered by the provisions of a collective bargaining agreement, the Human Resources director (or designee) must also be consulted.

Date Adopted

Saturday, May 1, 1999

Date Last Reviewed

Thursday, October 9, 2014