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.
Managers are responsible for ensuring that discipline is not arbitrary, capricious, unreasonable, or discriminatory and is imposed within the following framework:
- Employees know (or should know) in advance the risks for rule infractions;
- Discipline is consistently applied;
- Work rules are reasonable related to the orderly, efficient and safe operation of the department;
- Discipline is properly escalated;
- Discipline is corrective, rather than punitive; and
- Discipline is timely.
Assistance is available to all administrators through Human Resources and the Employee Relations consultant.
Selecting Suitable Disciplinary Action
It is the department administrator's responsibility to:
- Evaluate the circumstances and facts;
- Seek guidance, if needed;
- Select the most suitable form of discipline; and
- 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:
- Verbal warning;
- Written warning;
- Suspension without pay; and
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.