RSCC Policies & Guidelines
Roane State Community College
Policy Number: PA-01-03
Subject: Employee Disciplinary Action
- Purpose
提供公平和公平的方法来处理不满意的工作表现或与工作有关的行为, including gross misconduct, 员工(教员和其他教学人员除外)已完成任何规定的初始试用期. 提供公平和统一的程序,包括法律要求的正当程序, to correct, discipline, 或因员工工作表现不佳或有与工作有关的行为或严重不当行为而解雇员工.
- Policy/Guideline
- 工作表现不理想或与工作有关的行为
- 纪律处分或其他提高绩效的措施应谨慎采取,以确保公平和公平. 纪律处分包括:口头警告, written warning, and performance improvement plan, suspension without pay, demotion, and termination. As warranted by circumstances, 在纪律处分过程中,员工可以随时被解雇.
- 除口头警告外,主管在采取任何纪律行动之前必须联系人力资源(HR)总监. 人力资源部将确保此类行动是适当的,并符合贝博体育和/或系统办公室的政策. 人力资源总监可以咨询田纳西州校董会(TBR)总法律顾问办公室, as appropriate.
- 不满意的工作表现或与工作相关的行为是未能或拒绝履行工作职责, failure to follow college or department, or unit policies or rules.
- 应作出合理的努力,以确保可接受的工作表现和与工作有关的行为. When disciplining an employee, 主管应考虑不满意的工作表现或与工作有关的行为的性质, the past record of the employee, 以及适当的纠正措施和/或纪律水平. Therefore, as a general rule, 对不满意的工作表现或与工作有关的行为所采取的纠正和/或纪律行动通常应以口头或书面警告开始,随后可能会有额外的口头或书面警告. 书面警告和绩效改进计划应提交给员工,并应描述不满意的工作表现或与工作有关的行为以及纠正表现或行为所需的行动. 员工是否应该在这样的警告下仍不能达到令人满意的工作表现或与工作有关的行为, 可以采取包括终止雇佣关系在内的额外纪律处分. HR应提供并保留所有纪律处分的副本, 包括书面警告和绩效改进计划.
- 根据不满意的工作表现或与工作有关的行为的性质, warnings prior to disciplinary action, 包括但不限于终止雇佣关系, may not be required.
- Gross Misconduct: Gross misconduct includes, but is not limited to, the following: theft or dishonesty; gross insubordination; willful destruction of college property; falsification of records; acts of moral turpitude; reporting for duty under the influence of intoxicants; the illegal use, manufacturing, possessing, distributing, purchasing or dispensing of controlled substances or alcohol; disorderly conduct; provoking a fight; certain violations of policies prohibiting discrimination, retaliation, sexual harassment, and sexual misconduct; and other similar acts involving intolerable behavior by the employee. In a case of gross misconduct, 可以立即采取纪律处分,包括开除. During the investigation of alleged gross misconduct, 员工可能会被安排带薪行政休假.
- 涉嫌盗窃学校财物的职工,经工商财政副校长事先批准,不得以辞职代替解雇.
- 因严重不当行为而被解雇的员工或因严重不当行为而辞职以避免被解雇的员工将不会获得累计未使用年假的工资. 因严重不当行为而被解雇的员工没有资格获得国家综合福利权利法案(COBRA)的福利. 如果员工因严重不当行为而被解雇,则由国家财政部决定是否有资格获得国家退休福利.
- Pre-termination/Suspension Meeting. 在无薪停职或解雇员工之前, 导师或其他授权的学院官员必须:
- Consult with the HR office,
- Advise the employee, orally or in writing, of the charge(s) against the employee; and
- 给员工一个回应人力资源办公室的机会.
- Appeal Process. Employees wishing to contest disciplinary action may do so consistent with applicable procedures for filing complaints and grievances; RSCC policy PA-01-02 Employee Grievance/Complaint Procedure. Access the complete RSCC policy PA-01-02 at bs.annakayat.com/policies/.
历史:新政策于2021年6月董事会会议批准.
TBR Policy Reference: 5.01.00.02
Original Date Effective: 01/08/2024
Original Approval By: Christopher L. Whaley, President
Office Responsible: Vice President for Business & Finance
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