All employees are expected to maintain high standards of job performance and good conduct. When any employee fails to do so, disciplinary action will be taken. Employees may be disciplined for poor job performance and/or conduct, which includes but is not limited to the following:
- Repeated instances of tardiness or other unauthorized absence
- Unsatisfactory work quality and/or quantity as documented and shared with the employee
- Failure to meet job dimension performance standards, as documented and shared with the employee
- Failure to meet Kirtland standards of conduct (POL 5.005 – Employee Code of Conduct)
- Failure to follow college policies and procedures (POL 5.100 – Compliance with College Policies)
- Gross misconduct (including but not limited to theft, fighting, sabotage, falsification of documents, harassment, divulgence of confidential information, or any other just cause)
- Insubordination, generally defined as knowingly and willfully disregarding a lawful directive of a college official
- Conviction of any felony or misdemeanor if it adversely affects college operations as determined by the college
Approved April 13, 1995
Revised January 19, 2005
PRO 5.055 DISCIPLINE
Any employee faced with disciplinary action may request and have the presence of another reasonably available and appropriate person (generally a peer colleague) during a disciplinary proceeding. If the employee is a member of a bargaining unit, a bargaining unit representative may be present. Eligible employees who believe they were improperly disciplined may file a grievance (please reference the appropriate contract, or POL 5.425 as applicable). Should discipline be required, it is the intent of the college that it be corrective, private (excepting individuals requested by the employee to be present) and conducted with due consideration for the dignity of the employee(s) affected.
- Verbal warningThe supervisor will hold a meeting with the employee and will retain appropriate documentation of the meeting to be forwarded to the director of human resources for inclusion in the employee’s personnel file in the event a written warning becomes necessary. During the meeting, the supervisor will explain to the employee in specific terms what problem exists. The discussion should emphasize the importance of resolving the problem and the supervisor should ask for suggestions for correcting the problem. The supervisor may set a date within a reasonable timeframe by which the problem must be eliminated. The supervisor may establish means by which to monitor progress and provide feedback to the employee.
- Written warningIf after a verbal warning, the employee’s performance or conduct does not improve, the supervisor will present the employee with a written warning.
- The supervisor will set up a counseling session with the employee to discuss the written warning.
- After discussion, both the supervisor and the employee will sign the disciplinary form.
- The employee may respond, in writing, to the disciplinary notice within ten days.
- All documentation will become a permanent part of the personnel file.
- Final warning and suspensionIf after the verbal and written warnings, the performance or conduct does not meet the administration’s expectations, the supervisor will prepare a final written discipline. Upon notification of the director of human resources and with the agreement of the president, the supervisor will inform the employee that he/she will be suspended for a period of time as is considered appropriate with or without pay. In addition, the employee will be notified that any further occurrence or failure to comply may lead to termination.
- TerminationIf after previous disciplinary action, the performance or conduct still does not meet the previously discussed expectations, the employee will be terminated (see termination policy, POL 5.145).
- ExceptionWhen several different incidents occur, or if any single incident is sufficiently severe, any one or all steps of this procedure may be eliminated and an employee may be subject to immediate termination. The president shall have the discretion to determine whether steps of progressive discipline are to be omitted. The board of trustees shall be informed.