贝博体育

1. 目的
   To provide a fair and equitable means to address the unsatisfactory work performance or work-related behavior, 包括严重的不当行为, of employees (other than faculty and other instructional personnel) who have completed any required initial probationary period. To provide fair and uniform procedures including due process if required by law, 纠正, 纪律, or terminate employees for unsatisfactory work performance or work-related behavior or for gross misconduct.
2. 政策和方针
   1. Unsatisfactory Work Performance or Work-Related Behavior
      1. Disciplinary or other action to improve performance is to be taken with care to assure fairness and equity. Disciplinary action includes the following actions: oral warning, 书面警告, 以及绩效改进计划, 无薪停职, 降级, 和终止. 视情况而定, an employee may be terminated at any point in the disciplinary process.
      2. Supervisors must contact the human resources (HR) director prior to taking any disciplinary action other than an oral warning. HR will ensure that such action is appropriate and consistent with 贝博体育 and/or System Office policy. The HR director may consult with the Tennessee Board of Regents (TBR) Office of General Counsel, 适当的.
      3. Unsatisfactory work performance or work-related behavior is the failure or refusal to carry out job responsibilities, 不跟随学院或院系学习, 或者单位策略或规则.
      4. Reasonable efforts should be made to secure acceptable work performance and work-related behavior. 在惩罚员工的时候, supervisors should consider the nature of the unsatisfactory work performance or work-related behavior, 雇员过去的记录, and the appropriate corrective action and/or level of 纪律. 因此, 一般来说, corrective and/or disciplinary action taken for unsatisfactory work performance or work-related behavior should generally begin with an oral or 书面警告 and may be followed by additional oral or 书面警告s. Written warnings 以及绩效改进计划s should be presented to the employee and should describe the unsatisfactory work performance or work-related behavior and the action necessary 纠正 the performance or behavior. Should an employee fail to attain a satisfactory level of work performance or work-related behavior despite such warning, additional disciplinary action up to and including termination of employment may be taken. HR should be provided with and retain copies of all disciplinary action, including 书面警告s 以及绩效改进计划s.
      5. Depending upon the nature of the unsatisfactory work performance or work-related behavior, 纪律处分前的警告, including but not limited to termination of employment, 可能不需要.
   2. 严重不当行为:严重不当行为包括, 但不限于, the following: theft or dishonesty; gross insubordination; willful destruction of college property; falsification of records; acts of moral turpitude; reporting for duty under the influence of intoxicants; the illegal use, 制造业, 拥有, 分发, purchasing or dispensing of controlled substances or alcohol; disorderly conduct; provoking a fight; certain violations of policies prohibiting discrimination, 报复, 性骚扰, and 性ual misconduct; and other similar acts involving intolerable behavior by the employee. 在一个严重渎职的案件中, immediate disciplinary action up to and including discharge may be taken. 在调查涉嫌严重不当行为期间, an employee may be placed on administrative leave with pay.
      1. An employee suspected of theft of college property may not resign as an alternative to discharge unless the Vice Chancellor of Business and 金融 approves in advance.
      2. An employee terminated for gross misconduct or who resigns to avoid dismissal for gross misconduct will not receive payment for accrued unused annual leave. An employee terminated for gross misconduct is not eligible for state Consolidated Omnibus Benefits Rights Act (COBRA) benefits. State Treasury determines eligibility for state retirement benefits if an employee is discharged for gross misconduct.
3. Pre-termination /暂停会议. Before suspending without pay or discharging an employee, the supervisor or other authorized college official must:
   1. 咨询人力资源部，
   2. Advise the employee, orally or in writing, of the charge(s) against the employee; and
   3. Provide the employee an opportunity to respond to the HR office.
4. 上诉过程. Employees wishing to contest disciplinary action may do so consistent with applicable procedures for filing complaints and grievances; RSCC policy PA-01-02 Employee Grievance/Complaint Procedure. 访问完整的RSCC策略PA-01-02 js.xgnongye.com/policies/.

History: New Policy approved at June 2021 Board Meeting.