All documents relating to any corrective or disciplinary action, including documentation of verbal warning, shall be placed in the employee's official personnel file with copies forwarded to the Human Resources and Legal Affairs Department. When dismissal of an employee is being considered, the following procedures should be followed. As a part of this process, a pre-termination hearing is to be offered the employee. This hearing is informal and is not intended to be a trial. Rather, it is an opportunity for an employee who requests a hearing to respond to the charges against him or her.
Administration is to conduct an objective, thorough investigation of the matter in question.
The employee should make any request for a pre-termination hearing in writing and should submit it to the Vice President and Campus Director with a copy to the the Chief Legal Counsel and Associate Vice President for Human Resources, Office of the President. The Chief Legal Counsel and Associate Vice President for Human Resources or his or her designee, shall preside over such hearing, and will accept and consider any information or evidence offered by the employee and the administration. However, neither the employee nor the administration is obligated to produce witnesses or be subject to cross examination. Neither the employee nor the administration is obligated to produce witnesses or be subject to cross examination. The final decision as to whether to terminate the employee's employment is to be made by the Vice President and Campus Director and is to be based on the entire case record, including consideration of the pre-termination hearing recommendation, results of investigation, and any other relevant information.