Disciplinary Action

Misconduct, negligence, inefficiency, unexcused or unapproved absences, insubordination, unsatisfactory job performance or other similar behavior by an employee may result in disciplinary action. A progressive discipline model is encouraged in most cases, which may include the following steps:

Step 1: A verbal discussion or warning that specifically addresses the performance item or behavior which needs improvement. Supervisors may wish to keep notes on topics covered and the date of the discussion.

Step 2: A written warning that specifically addresses the performance item or behavior which needs improvement. A copy of the written warning will be placed in the employee’s Human Resources file.

Step 3: With the approval of the Assistant Vice President for Business Operations, a probationary period should be established, with clearly stated beginning and end dates. Written notification of the probationary period should include clearly defined expectations for performance items and behaviors, and methods for achieving those goals. A copy of the written notification of the probationary period will be placed in the employee’s Human Resources file.

Step 4: With approval of the Assistant Vice President for Business Operations, demotion, suspension without pay, termination or other disciplinary actions depending on the particular situation and at the sole discretion of the College.

The following are examples of behaviors which may subject an employee to immediate termination or other disciplinary action without previous warning. Other behaviors may be deemed by Earlham to warrant immediate termination or other disciplinary action.

• falsifying employment application, time slips or other Earlham records;
• theft, in any form;
• refusal to do the job assigned; willful disobedience of job instructions and orders; willful restriction of efficiency and output; demonstrated incompetence;
• intoxication or drinking on duty; use, sale or possession of controlled substances on the job;
• gambling on Earlham premises;
• deliberate or intentional release of confidential information;
• willful mistreatment of an Earlham student or Earlham employee;
• willful and deliberate destruction, damage or defacement of Earlham property or equipment;
• use of obscene or profane language;
• absent three consecutive days without notice or approval of supervisor;
• a threat of any act that would endanger life or property.

Supervisors may, for disciplinary purposes, suspend an employee without pay for not less than one day nor more than three days. In the event of suspension, the supervisor will send written notice of such action to the Assistant Vice President for Business Operations. The notice will state the reason(s) for the suspension and its duration, and a copy of the notice will be given to the suspended employee or mailed to his/her last known address.

With the approval of the Assistant Vice President for Business Operations, disciplinary actions may also include termination during the introductory period, and demotion or termination of employment after the introductory period. In such cases, a written notice will be given to the employee or mailed to his/her last known address.

An employee may submit an appeal in writing within seven (7) calendar days of the date of a disciplinary notice to the Assistant Vice President for Business Operations. (If the notice is mailed to the employee, such appeal must be made in writing within seven (7) calendar days of the postmarked date). The Assistant Vice President for Business Operations will review the appeal, determine whether the disciplinary action is justified, and will sustain, reduce or rescind the action.

Earlham College · 801 National Road West · Richmond, Indiana 47374-4095
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This page last updated: May 2, 2005