These disciplinary actions may include the following:ĭemotion or departmental transfer (only for unsatisfactory or gross inefficiency in job performance) andĭepending on the nature of the misconduct or the severity of the unsatisfactory job performance, an employee may be subject to a final disciplinary notice or immediate termination from the College without going through progressive disciplinary actions.Īn employee’s direct supervisor is responsible for evaluating their job performance throughout the year via confidential one-on-one meetings or coaching sessions (in-person or virtual) emphasizing strengths and areas needing improvement. When just cause exists, any employee of the College, regardless of position/role, may be subject to disciplinary action by the President. Violation of, or failure to adhere to, established College policies or procedures andĬertain actions by an employee may fall under one or more of the bases listed above. Unsatisfactory job performance or gross inefficiency in job performance The bases for the discipline or termination of an employee are the following: The appropriate department or division head must endorse a disciplinary action request. The supervisor must present documentation of just cause for disciplinary action to the Senior HR Generalist. The supervisor must ensure the employee has access to, and knowledge of, policies, procedures, professional development, and training opportunities and a work environment conducive to carrying out assigned job duties and responsibilities and These expectations are specifically delineated in the employee’s job description and more generally described in the Employee Handbook and other College policies and procedures The supervisor should be satisfied that the employee clearly understands the expectations of employment. The following conditions must be in place before any disciplinary action can occur: Progressive Steps for Performance Improvement All personnel matters related to the President are handled at the discretion of the Board of Trustees. Please Note: In accordance with SBCC Code, the Durham Tech Board of Trustees evaluates the To provide affirmative feedback when the employee’s performance or behavior changes to meet expectations. To prescribe corrective actions and outline disciplinary measures to be taken when employee performance or behavior is not in keeping with expectations and requirements and To communicate standards for employee performance and behavior that support the College’s mission, vision, and values To maintain a set of standards for performance and behavior that is reasonable, fair, and equitably applied The objectives of this policy are as follows: Durham Tech’s Disciplinary Actions, Suspension, and Termination of Employment policy sets forth fair, reasonable, and equitable processes to address concerns related to individual employee performance, behavior, and/or violations of College policies, procedures, or standards of professional conduct. ![]() ![]() The State Board of Community Colleges (SBCC) requires each college’s Board of Trustees to establish policies and procedures related to employee disciplinary actions. ![]() The focus includes promoting the standard for excellence and being a good steward of our resources – which includes employees (talent). Supervisors and employees are encouraged to collaborate during the process in the most collegial and growth-minded manner. ![]() The purpose of this policy is to provide a process by which supervisors and employees can reestablish protocols and expectations for their roles. Any disciplinary action taken in accordance with this policy must be for just cause under at least one of the two following basis: (1) discipline imposed based on unsatisfactory job performance including gross inefficiency, or (2) discipline imposed based on unacceptable personal conduct. Disciplinary Actions, Suspension, and Termination of Employmentĭirector, Human Resources and Talent Managementĭ/policies-and-procedures/disciplinary-actionĭurham Technical Community College provides supervisors and employees with a fair, clear, and useful tool for improving performance issues, including a process to assist supervisors in handling cases of unacceptable personal conduct.
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