DIXIE STATE COLLEGE OF UTAH

POLICIES AND PROCEDURES MANUAL


Section: 4-Staff

Policy No: 26

Approved: 10/27/95

Policy: CORRECTIVE AND DISCIPLINARY ACTION

4-26 Corrective and Disciplinary Action

If an employee's attitude, conduct or performance on the job is less than satisfactory, the supervisor should use the following procedure. Some actions taken by an employee while not at work may also result in disciplinary action.

26.1 Reasons for corrective action discussion include, but are not limited to: negligence; incompetence; insubordination; disorderly conduct; discourteous or abusive treatment of others; excessive absence; unauthorized absence; unsuitability to job requirements; unjustified interference with the work of others; misuse of institutional property and funds; fraud; use of alcohol or drugs or being under the influence while working; violation of statutory requirements or College policies; and violation of other generally accepted standards of conduct and performance.

26.2 First Level Corrective Discussion: The immediate supervisor will hold a private discussion with the employee. The object of the discussion is to notify the employee of the unacceptable behavior and advise him/her of the necessary corrective action which would bring the employee's attitude, performance or conduct to acceptable standards.

26.2.1 The employee will be informed that this is the initial corrective action discussion and will be advised of the consequences that follow if the conduct or performance does not improve within the time frame set by the supervisor.

26.2.2 The discussion will be documented by the supervisor, and on request a written notice provided to the employee.

26.2.3 The supervisor may judge the problem to be of a serious enough nature to forgo the First Level of Discussion and initiate the discussion at the Second Level or at the Disciplinary Action Level.

26.3 Second Level Corrective Discussion: If the employee fails to take the necessary corrective action after the First Level Discussion or commits an offense deemed serious enough to forgo the above procedures, the immediate supervisor will talk with the employee regarding his/her lack of improvement.

26.3.1 A written record of the Second Level Discussion will be placed in the employee's file and a copy given to the employee. HR-22 form, Written Warning, is to be used.

26.3.2 The employee should be told of the consequences of continued failure to meet the standards set and be placed on probation.

26.3.2.1 The discipline related probation period will last up to one year.

26.3.2.2 If during the year of disciplinary probation the employee repeats his/her misconduct or continues to perform poorly, the supervisor can move to disciplinary action.

26.3.3 Upon non-recurrence of problems and satisfactory performance for at least one year, the written record may be removed from the personnel file upon written request by the employee and/or determination by the supervisor and the Human Resources Director that there is no longer a problem and that it is appropriate to do so.

26.4 Disciplinary Action: If the employee fails to respond satisfactorily, commits another offense or commits an offense deemed serious enough to forgo the above procedures, disciplinary action shall be recommended by the supervisor to the next level of supervision or the appropriate vice president.

26.4.1 The next level supervisor or the vice president, in consideration of the supervisor's recommendation, will determine the appropriate disciplinary action.

26.4.2 Disciplinary action may include, but is not limited to, suspension, without pay, for a period of up to 10 working days, and/or a written reprimand and/or dismissal.

26.4.3 Employees found working under the influence of drugs or alcohol will at least be suspended, without pay, for five working days. See the Drug Free Workplace Policy 4-32.

26.4.4 If an investigation is necessary and it is not in the best interests of the College for the employee to remain at work, the employee may be suspended, with pay, until the investigation is terminated and the situation is appropriately resolved.

26.5 Dismissal: An employee may be recommended for dismissal according to the above procedure or for serious misconduct, without the above preceding First and Second Level Corrective Discussions, including, but not limited to, the following job-related reasons (also see Termination Policy 4-27.2):

26.5.1 Fraud, including falsification on employment application.

26.5.2 Misuse of College property or funds.

26.5.3 Violation of statutory requirements of institutional regulations and policies, such as regulations related to discrimination or harassment.

26.5.4 Conviction of a crime by a court of competent jurisdiction.

26.5.5 Lewd, threatening, abusive or violent treatment of the public, students, or other employees.

26.6 A written record of all proceedings related to disciplinary action and dismissal will be placed in the employee's official personnel file and a copy of the record will be given to the employee.

26.7 Employees receiving formal disciplinary action, that is at least a Second Level Corrective Discussion, will be informed by their supervisor or the Human Resources Director of their right to use the grievance process.