HR 140 - Employee Corrective Action Policy
Purpose
To provide guidelines for addressing employee performance deficiencies and/or conduct issues.
Scope
Applies to all employees of CWI.
Policy
CWI expects its employees to meet its performance expectations and to conduct themselves in accordance with its standards of conduct as expressed in CWI’s Employee Conduct policy as well as other applicable policies and procedures. Employees who fail to meet performance expectations or engage in unacceptable conduct shall be subject to corrective action.
Guidelines
The following progressive disciplinary steps may be utilized to improve performance and address employee conduct issues:
- Verbal warning
- Written warning which may include a corrective action plan
- Suspension without pay
- Probation
- Demotion
- Termination
While the use of the above-mentioned progressive disciplinary steps is recommended, it is not required. CWI reserves the right to take any corrective action it deems appropriate based on the facts and circumstances of each case.
A recommendation for suspension or termination should be documented in writing, should state the reason(s) for which the action is being taken and should outline the efforts, if any, which have been made to improve the employee’s performance or address the conduct in question. Further, any such recommended action should be discussed with the Executive Director of Human Resources and approved by the appropriate dean, vice president or president.
If an employee is currently or has been on a Corrective Action Plan – Final Warning within the previous six (6) months, the employee is ineligible to transfer to an internal position within CWI and is ineligible for a merit pay increase.
Nothing contained in this policy limits or modifies the at-will nature of employment at CWI or creates contractual or due process rights on behalf of any employee.
Human Resource Policies
- HR 000 - At Will Employment Policy
- HR 010 - Faculty Appointment and Retention Policy
- HR 020 - Employee And Student Relationships/Fraternization Policy
- HR 030 - Drug Free Workplace Policy
- HR 040 - Interview Expenses Policy
- HR 050 - Moving Expenses Policy
- HR 060 - Pre-Employment Background Screening Policy
- HR 070 - Pre-Employment Information Policy
- HR 080 - References Policy
- HR 090 - Personnel Records Policy
- HR 100 - Payroll Policy
- HR 110 - Employee Conduct Policy
- HR 120 - Performance Review Of Employees Policy
- HR 130 - Complaint Process For CWI Employees Policy
- HR 140 - Employee Corrective Action Policy
- HR 150 - Separation From Employment Policy
- HR 160 - Compensation Policy
- HR 170 - Employee Classifications Policy
- HR 180 - Employee Benefits Policy
- HR 190 - Financial Exigency/Curricular Revisions Policy
- HR 200 - Professional Development Policy
- HR 210 - Outside Employment Policy
- HR 220 - Emeritus Program Policy
- HR 230 - Volunteers Policy
- HR 240 - Whistle Blower Policy
- HR 250 - Political Activity (Employees) Policy
- HR 260 - Nepotism Policy
- HR 270 - Conflict Of Interest, Non Grant-Related Policy
- HR 280 - Conflict Of Interest, Grant-Related Policy
- HR 290 - Policy Creation, Update, Approval, and Communication
- HR 300 - Attire and Grooming
- HR 310 - Educational Tuition Waiver Benefit
- HR 320 - Telecommuting and Flexible Work Schedule Policy
- HR 330 - Transfer or Reinstatement of Sick Leave
- HR 340 - Full-time Faculty Compensation Policy