Employee Disciplinary Action Policy
The purpose of this policy is to establish guidelines within Columbia College for administering disciplinary actions for unacceptable conduct by its employees.
This policy applies to all employees at Columbia College.
Occasionally, employee conduct may merit some type of corrective or disciplinary action. When it is apparent that an employee has violated College policy and procedures, or has a problem with absenteeism and tardiness, disciplinary action may be required. Columbia College does not wish to interfere in the personal lifestyles of employees, but the College must insist upon reasonable standards of conduct and discipline when on-the-job.
Any type of behavior or conduct that seriously impedes the efficient operation of the institution, reflects adversely on the integrity and reputation of the College, is denounced by federal; state or community statutes and ordinances is prohibited. Employees are expected to exercise good judgment and discretion in their conduct. The following list represents examples of conduct that may warrant disciplinary action, but is not an exhaustive listing:
- unexplained or unexcused absenteeism
- use of obscene or abusive language
- insubordinate/disobedient conduct
- willful destruction or damage of Columbia College property or the private property of other employees
- sexual, racial or verbal harassment
- disorderly conduct, fighting or assault
- use or possession of alcoholic beverages or drugs
- unauthorized disclosure of confidential information
- libel, slander, repetition of malicious gossip or lies about a student or an employee of Columbia College
- unlawful taking or use of College property
- knowingly completing the time card of another employee, having one's time card completed by another employee, or unauthorized altering of a time card
- dishonesty in the performance of one's duties
- abuse of the telephone and/or computer systems
- disregard of College policies and procedures
Imposition of Disciplinary Action
Prior to imposing disciplinary action, a supervisor may take into consideration, among other factors,
- the seriousness of the offense and surrounding circumstances;
- the past conduct of the employee and the employee's length of service; and
- the lapse of time since the last misconduct charge (if any) for which disciplinary action was taken.
The seriousness of an offense and the circumstances surrounding the offense must be considered. Typical penalties that may be imposed by a supervisor without approval of higher authority includes verbal reprimand, verbal reprimand noted in the personnel file, and written reprimand. Written reprimands will be placed in the personnel file and should be countersigned by the employee and his/her supervisor.
More serious disciplinary actions, a one (1) day, three (3) day, or one (1) week suspension without pay, or dismissal, will be imposed only after concurrence between the employee's supervisor, Human Resources and the appropriate AC member. These forms of disciplinary action are not meant to be progressive, and any one or more may be applied in any situation.