Discipline Procedure



Asheville-Buncombe Technical Community College(A-B Tech) ProcedureProcedure 509.01: DisciplineApplies to all employees of the College:The following levels of disciplinary action may be taken in combination and in any order when employees engage in conduct that is inconsistent with College policies, procedures or expectations. Whether to follow progressive discipline or apply a specific level of discipline remains at the sole discretion of the President. Unless the misconduct results in immediate termination, documentation of disciplinary action will be provided by completion of a Performance Improvement Plan (PIP) Form. All employees subject to discipline will be given an opportunity to respond to any allegations of misconduct prior to the implementation of any disciplinary rmal Counseling: oral discussion between the employee and the supervisor that is noted on the PIP Form by the supervisor, but no formal documentation is placed in the employee’s personnel file.Performance Counseling: Documented on the PIP Form by the supervisor and acknowledged by the employee, immediate supervisor, and other supervisors through the appropriate Senior Administrator. All supervisor signatures must be obtained before the PIP form is presented to the employee. The Vice President of Human Resources and Organizational Development may be consulted prior to or throughout the process of performance counseling. The PIP Form will be placed in the personnel file and will require follow-up to track progress and determine resolution.Probation: Documented on the PIP Form and acknowledged by the employee, immediate supervisor and other supervisors through the Senior Administrator. The Vice President of Human Resources and Organizational Development must be consulted prior to a recommendation of probation from an employee’s immediate supervisor. The recommendation may be appealed in writing within five (5) calendar days to the College President who must approve, modify or disapprove the status of probation after providing the employee with an opportunity to respond to the recommendation in person or in writing as determined by the President on a case-by-case basis. The time of the probation shall be reasonable, not to exceed the employee’s existing contract period with the College unless the College President determines otherwise. Final decisions by the President regarding probation are not subject to further appeal.Once an employee has been placed on probation as documented on the PIP Form, the supervisor shall:Meet monthly with the employee to review progress towards completing the prescribed goals.Document monthly meetings using the PIP Form to include written acknowledgement by the employee, immediate supervisor and next-level supervisor.At the conclusion of the disciplinary probation period, the supervisor(s) shall meet with the appropriate Senior Administrator to review the outcome. The Senior Administrator shall recommend action to the College President as follows:Issue resolvedImprovements made; continuing monitoring without formal reviewFurther disciplinary action recommendedSuspension with or without pay: Documented on the PIP Form and acknowledged by the employee, the immediate supervisor and other supervisors through the Senior Administrator. The Vice President of Human Resources and Organizational Development must be consulted prior to a recommendation of suspension. Circumstances will be reviewed by the College President who must approve or disapprove the status of the suspension and a reasonable time period for the suspension. (For full-time employees, refer to Policy 509.02, Employee Due Process).Demotion or Dismissal (For full-time employees, refer to Policy 509.02, Employee Due Process).The Vice President of Human Resources & Organizational Development shall be consulted prior to any recommendation for referral to the Employee Assistance Network, probation, suspension, non-renewal or termination of employment.Definitions:Senior Administrator: Vice President or Senior Vice PresidentPerformance Improvement Plan: A tool used to guide employee improvement when a performance problem exists that warrants a level of disciplinary action.Pursuant to Board policy, Chapter 500, Section 509.01, this procedure must be followed when dealing with discipline at the College.Owner: Vice President, Human Resources & Organizational Development, x 7178Updated: July 26, 2017See:PIP FormPIP Guide for Supervisors ................
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