Procedure 6.7.1: Disciplinary Action, Suspension, and Dismissal

Amended Date: Tue, May 13, 2008

Depending upon the severity of the situation, the President has the authority to alter the progressive levels of discipline contained in this policy, including, but not limited to, immediate suspension or dismissal.

  1. The employee shall receive an oral warning or reprimand from the supervisor explaining the reason for the warning and corrections to be made. This oral warning is to be accompanied or followed by a letter or memorandum to the employee with a copy to the Personnel Officer to be placed in the personnel file for a length of time to be specified by the supervisor.
  2. If the situation continues, the next step will be a formal, written warning from the appropriate Vice President or director. The contents of the letter will include a statement that a continuation of the practice may result in further disciplinary action. A copy of this letter will be placed in the employee’s personnel file permanently.
  3. If the problem is not corrected, the President shall impose the appropriate disciplinary action, suspension, or dismissal based upon the seriousness of the conduct. Before an employee is disciplined, suspended, or dismissed, a written summary of the case will be prepared by the appropriate Vice President or director and reviewed with the President. The Chairperson of the Board of Trustees will be notified of each proposed dismissal.
  4. The employee shall be notified with a written notice of dismissal and will be provided a copy of this policy and the policy covering the appeal process.  A copy of the dismissal notice will be placed in the personnel file.
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