failing to correct the deficiency, including possible loss of pay or discharge. If the deficiency has still not been corrected, a final warning should be given with continued unsatisfactory behavior resulting in formal discipline including, without limitation, loss of pay or discharge. Ultimately, the immediate supervisor, along with consultation with the vice president in charge of their department and the Human Resources department, will determine the appropriate discipline based upon the circumstances in each case.
In cases involving dereliction of duty or serious misconduct, you may be suspended without prior notice, pending review. In such cases, your salary may be terminated immediately. The College may also terminate the employment relationship without following any particular series of steps whenever it determines, at its own discretion, that such action should occur.
GRIEVANCE PROCEDURES
Any staff member has the right to present any personal concern or dissatisfaction regarding his/her employment to the College and have the matter considered on its merits. Such matters may be handled formally or informally. Employees are encouraged to attempt to first resolve workplace issues informally through communication with the persons involved and to involve their supervisors in the process. Most issues will not need further attention. Employees are also encouraged to make suggestions to improve the workplace or to direct questions regarding the workplace either directly to their supervisor or to the Human Resources department.
If the matter is not resolved through such informal procedures or an employee believes that informal procedures are inadequate to address the conduct involved, employees may file a written grievance with the Vice President for Finance. Fair and prompt consideration shall be given to employee grievances. Grievances should be made within five (5) days after the occurrence of the event claimed to have given rise to the grievance. The Vice President for Finance or a person appointed by the Vice President for Finance will investigate the circumstances giving rise to the grievance. Any person accused of misconduct will have an opportunity to provide a written statement describing the circumstances involved. Where appropriate, the Vice President for Finance may attempt to mediate a solution satisfactory to all parties involved.
If the matter cannot be resolved to the satisfaction of all parties involved, the Vice President for Finance will make a written report describing the circumstances, his or her findings with respect to the grievance, and the discipline to be imposed, if any. The report will be provided to the person making the grievance and any person accused of misconduct.
All grievances shall be confidential except as necessary to fairly investigate the grievance. Employees can be assured that no negative consequences will result as a consequence of making a grievance. All employees involved in the investigation of a grievance shall keep the matter confidential and failure to keep the matter confidential shall subject the offending employee to disciplinary action. Any employee taking retaliatory action against any employee who has filed a grievance shall also be subject to disciplinary action
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