Policy Title: Employee Performance, Coaching and Discipline
Policy Number: 3.24
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Purpose: Eastern Wyoming College is committed to providing all employees equitable, defined, and useful procedures for addressing performance and conduct deficiencies. Certain policies and rules regarding employee performance and behavior are necessary for the efficient operation of the College and for the safety and benefit of students, employees, and the public. Employees are expected to contribute to a professional, productive, and cooperative effort (e.g., Policy Title 3.10, EWC Employee Code of Ethics) that conducts College business to best serve its students and communities. Conduct that interferes with operations, discredits the College, or violates performance or ethical standards is not tolerated.
Corrective Action Options. To rectify instances of unacceptable employee performance and/or behavior, the College utilizes a progressive system that encourages employees toward corrective action and provides the employee sufficient time and opportunity for improvement while maintaining just treatment to all. This system spans a corrective-action spectrum that includes both coaching and disciplinary steps. At the onset of any employee performance or conduct deficiencies, supervisors are expected to address concerns consistently and implement steps within the spectrum through coaching and, if necessary, discipline. The process helps and guides supervisors to assist employees with remedying unsatisfactory job-related conduct and/or performance. Each situation and employee are unique and all actions will be determined on a case-by-case basis. For Steps 1-5 below the College reserves the right, through the supervisor, to choose which steps it deems appropriate at any time regardless of an employee’s length of service, prior conduct, or performance record. This same right for Steps 6-7 is reserved for the College President. The College is responsible for informing the employee clearly of its intent when initiating or applying any Discipline Step. The College encourages informal resolution of initial or minor infractions or shortcomings whenever possible.
The College’s progressive, seven-step, corrective-action spectrum process includes:
Coaching Steps
- Verbal Counseling
- Written Counseling
- Assigned Training
Discipline Steps
- Verbal Warning
- Written Warning
- Suspension
- Disciplinary Suspension (without Pay)
- Investigative Suspension (Administrative Leave with Pay)
- Discharge/Termination
Egregious Behavior. A serious action or behavior that may result in termination at a single occurrence. Examples include, but are not limited to: dishonesty, immoral conduct, insubordination, falsifying college records, use or being under the influence of alcohol or illegal drugs at work, inappropriate use of prescription drugs, uncivil treatment of the public, students, and employees, theft, verbal or physical abuse, violation of college or departmental policies, and interference with the job responsibilities of other college employees.
Employment Termination. The College values its employees and believes immediate employment termination is appropriate only in egregious cases of performance and/or behavior issues. Consistent with this belief is the College’s desire to correct employee performance/behavior deficiencies before they rise to a level requiring Discharge. Supervisors are responsible for identifying and correcting deficiencies as soon as practicably possible and initiating the appropriate corrective-action for Steps 1-4. Depending on the facts and circumstances involved in each situation, including the College’s assessment of the seriousness and/or repetitive nature of the deficient performance or behavior, the College reserves the right to discharge an employee immediately; this may be the first and only disciplinary step taken. Supervisors may recommend discharge of probationary, non-tenured instructors, and Vice Presidents without implementing this policy or its related Administrative Regulations. Supervisors may discharge temporary, part-time and adjunct instructor employees without implementing this policy or its related Administrative Regulations. The College President will review all benefitted employee discharge cases and, in these matters, serve as the sole discharge authority. The College abides by all federal, state, and local laws regarding employee discharge.
Original Adoption Date: 11/14/17
Revision Date(s): 6/17/21(RN)
Date reviewed, no change: