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Administrative Policies — Section 4 DISCIPLINARY POLICY AND PROCEDURE FOR ADMINISTRATIVE FACULTY When there is evidence that an administrative faculty member has engaged in misconduct, is not fulfilling minimum job responsibilities, has been negligent or insubordinate, has violated College policies or procedures, has made unauthorized use of College resources has had unexcused or unapproved absences, or has engaged in other inappropriate or unacceptable behavior, the College may take reasonable actions in response. Unless immediate job termination is deemed necessary, the faculty member shall be given an opportunity to make corrections. The disciplinary process is not meant to take the place of regular job performance reviews. For disciplinary purposes, the administrative faculty member’s supervisor may issue a verbal warning or a written reprimand to the faculty member. With the approval of the supervisor’s supervisor, disciplinary actions may also include suspension without pay, demotion, or termination of employment. Any disciplinary action will follow consideration of all discoverable facts and include an opportunity for the faculty member to be heard. In situations involving patterns of misconduct or inadequate performance, the full extent of the pattern shall be taken into account. All attendant facts and the action taken must be documented and reported to the Provost, for filing in the faculty member’s personnel file. When a problem is identified, it shall be brought immediately to the attention of the supervisor, who is expected to address it directly with the faculty member. If the solution calls for a reprimand or a cease and desist order, the supervisor shall issue it clearly and directly in writing. If it is established that there is a pattern to the problem, the supervisor is expected to work with the faculty member to write a corrective action plan. It is appropriate to let the faculty member know that failure to correct or improve could call for more serious actions and/or referral to a higher supervisor. All corrective action plans shall be copied and sent to the Provost to be filed in the faculty member’s personnel file. Any corrective action plan shall be in writing, dated and signed by the supervisor, discussed with the faculty member, who shall then sign and date it to acknowledge receipt and understanding of the plan. A corrective action plan shall be as specific and clearly written as possible. It shall indicate the specific problems to be addressed and the expected outcomes. Where possible, specific time lines shall be included. In all cases, a review date shall be indicated by which time the supervisor and the faculty member shall meet to discuss the results. At any time in the disciplinary process when the faculty member has substantial and serious disagreement with the process and/or the results, s/he may appeal through regular channels as described in the Grievance Policy and Procedure for Administrative Faculty Members found elsewhere in this handbook. |
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Earlham College · 801 National Road West · Richmond,
Indiana 47374-4095 |