POL 5.055 Discipline
Kirtland’s disciplinary policy and procedures are designed to provide a structured process for performance improvement and the prevention of repeated misconduct. It has been designed in compliance with applicable laws and in accordance with Kirtland’s mission and core values.
Kirtland will implement a progressive disciplinary process but retains the right to determine appropriate disciplinary action based on the facts and nature of the conduct. Kirtland may consider the severity of the offense, the employee’s job performance, prior violation of work rules and policies, the impact of the employee’s behavior on the institution, and other relevant circumstances in determining appropriate disciplinary action.
This policy is applicable to all employees (including full-time, part-time, temporary, and casual). This policy is not designed to infringe upon employment provisions within any existing collective bargaining agreement.
The following list provides examples of conduct that may result in disciplinary action and is not designed to be exhaustive:
- Failure to meet Kirtland’s standard of conduct (POL 5.005 – Employee Code of Conduct) or violation of the Employee Handbook.
- Poor attendance – including habitual tardiness or absence, failure to work as scheduled, or engaging in poor timekeeping.
- Failure to meet job dimension performance standards.
- Unsatisfactory work quality or neglecting to complete tasks and responsibilities.
- Failure to comply with Kirtland policies and procedures (POL 5.100 – Compliance with College Policies).
- Failure to comply with discrimination, harassment, EEOC, or any other applicable federal or state laws.
- Being under the influence of intoxicating substances while performing job duties (including abuse of otherwise lawful drugs).
- Gross misconduct (including but not limited to – theft, bullying, acts of workplace violence, sabotage, falsification of documents, harassment, divulgence of confidential information, embezzlement, fraud, misappropriations, or engaging in unethical or criminal behavior).
- Knowingly or willfully disregarding a directive of a College official.
- Conviction of any felony or misdemeanor that may adversely affect college operations or job performance, as determined by the College.
- Public statements (written or verbal) made by an employee that may limit, impair, or impede the ability of administration to manage, perform, or execute the operations of the institution.
This policy is not intended to restrict communications or actions protected or required by state or federal law.
This policy does not constitute an employment contract.
Approved April 13, 1995
Revised January 19, 2005
Revised April 17, 2022
To view the procedure, go to PRO 5.055 Discipline