11. Corrective Action and Discipline
F.11.01 - Definition
Corrective Action refers to a management approach to solving performance problems by emphasizing solutions to the problem(s), and by the appropriate use of progressive discipline.
F.11.02 - Purpose
The purpose of this policy is to:
a. Guide supervisors through effective problem-solving, and to enforce System and College policies and procedures;
b. Help employees overcome work-related shortcomings, and where practicable, strengthen performance; and
c. Help supervisors identify and terminate an employee who is not performing adequately after appropriate counseling.
Nothing in this policy creates a contract or property right for non-contractual employees, and this policy does not alter in any way the employment-at-will status of non-contractual employees.
F.11.03 - Exceptions to this Policy
These recommended practices are not required to be used prior to placing an employee on paid leave pending the outcome of an investigation or of a medical evaluation. Likewise, these recommended practices are not required prior to taking an action of immediate discharge, if it is called for pursuant to the "Discharge of Employees" Section of Chapter IV. Human Resources, Board Policy Manual.
F.11.04 - Levels of Corrective Action
When it is necessary to use corrective action, the immediate supervisor is responsible for: (a) discussing the issue(s) with the employee; (b) documenting appropriate action; (c) ensuring that the action is, reasonable and explained to the employee; and (d) giving the employee a reasonable amount of time to correct performance.
In most instances, the following steps will be taken to solve performance problems:
a. The initial meeting is between a supervisor and an employee to identify performance problems, and indicate areas of needed improvement. A record of the discussion is created by the manager after it has taken place with documentation of issues and resolutions discussed at meeting. A record of this discussion is given to the employee and a copy maintained by the employee's supervisor.
b. Disciplinary Action: A formal meeting between the supervisor and employee, called by the supervisor to discuss serious performance problems, or lack of improvement from an initial meeting at which the supervisor will:
i. Identify the problem to be corrected and the performance or conduct standard to be met;
ii. Identify ways in which the employee might correct the problem;
iii. State the consequences if the problem is not corrected; and
iv. Create a written record of the Disciplinary Action after the meeting.
F.11.05 - Corrective Action Procedures
Post meeting documentation of the Disciplinary Action is to be prepared by the supervisor, A copy is provided to the employee and submitted to System OfficeHR.. The employee's signature indicates receipt of the document, but not agreement with the contents. The employee may attach a personal statement to the Disciplinary Action memorandum if submitted within five (5) calendar days of the receipt of the document.
F.11.06 - Discharge
Failure by the employee to correct the identified problem, as required in a Disciplinary Action, is grounds for discharge.
F.11.07 - Decision-Making Leave
Decision-Making Leave is leave granted for the balance of the employee's shift (not to exceed eight scheduled hours of work) for the employee to decide whether to correct performance problems and continue working for the System. This step usually follows a Disciplinary Action meeting at which action to correct an identified problem was required of, and discussed with, the employee.
The purpose of the Decision-Making Leave is to provide an employee with a final opportunity to correct a serious performance or work habit problem.
If the employee returns from the Decision-Making Leave having made the decision to work towards meeting performance standards, the supervisor shall prepare documentation describing the meeting between supervisor and employee and the expectations of changes in the employee's performance. If the employee does not return from leave, or communicates the decision to quit, a similar memorandum should be prepared, summarizing the Decision-Making Leave as part of the discharge procedure. The employee will be considered to have resigned voluntarily.
LSCS Policy Manual Section adopted by the Board of Trustees on August 7, 2008