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EMPLOYEE DISCIPLINE (BP)

 

 

POLICY:II-4-13

DATE OF ADOPTION: August 22, 2002

REVISION DATE(S): October 25, 2012

LEGAL REFERENCE:  

 

Seminole State College retains options to deal with misconduct or failures in job performance by personnel. The Board of Regents of Seminole State College approves the following policy in dealing with reprimands, probation, suspension, or termination of permanent members of the college staff.

Seminole State College reserves the ability to exercise any or all of the following options in dealing with misconduct by an employee or failure of the employee to perform to the satisfaction of the individual’s immediate supervisor.

 

Responsibilities

 

Each employee is expected to be knowledgeable of performance criteria for his/her particular position and with all rules, procedures, policies, and standards of conduct established. An employee who does not fulfill the responsibilities set out by such may be subject to corrective or disciplinary action.

 

Oral Reprimand

 

Verbal admonishment that employee behavior is inconsistent with expectations for the position or that performance does not meet satisfactory standards. An oral reprimand should be documented by the employee’s immediate supervisor and filed in the supervisor’s office.

 

Written Reprimand

 

A written reprimand is a serious formal notification to the employee that employee behavior or performance does not meet expectations for the position. A written reprimand may indicate that if corrective action is not taken with regard to a particular problem or inefficiency further disciplinary action may be taken. The written reprimand may be provided to the employee either through the annual evaluation procedure or in a letter describing the problem. A copy of this written reprimand will be placed in the employee’s institutional personnel file.

 

Disciplinary Probation

 

A member of the college staff may be placed on probation for a specified period of time during which the employee will be expected to correct certain problematic behaviors. A written notification of probation detailing the reason(s) for the probation, expected corrective actions, and a timeline for review of progress will be provided to the employee. While on probation, an employee who does not show satisfactory progress toward corrective actions, or whose performance level deteriorates in other ways, may be subject to further disciplinary actions including suspension with or without pay or termination of employment.

 

Suspension

 

Upon recommendation of the immediate supervisor and with the approval of the appropriate vice president, an individual may be suspended with or without pay for a period of up to 30 days. A written notice of the action will be provided to the employee detailing the reason for the suspension. The notification of suspension, along with any response from the employee, will become a part of the employee’s permanent personnel file. The employee will have certain rights as outlined in administrative guidelines regarding suspension or termination.

 

Termination

 

Any recommendation for termination of employment is subject to the approval of the President. Upon approval of the president, a written notice of the termination will be supplied to the employee. The notification of termination, along with any response from the employee, will become a part of the employee’s permanent personnel file. The employee will have certain rights as outlined in administrative guidelines regarding suspension or termination.