Ohio Administrative Code › Title 3354:1 - Cuyahoga Community College › Chapter 3354:1-43 - Policies on Corrective Action › Section 3354:1-43-03.1 - Corrective action procedure

Current through all regulations passed and filed through July 1, 2024
(A) This procedure applies to all full and
			 part-time employees unless specifically excluded or limited by the explicit
			 provisions of a collective bargaining agreement.
(B) Should an employee's performance, work
			 habits or behavior become unsatisfactory in the judgment of the college, based
			 on a violation of accepted standards of conduct or college policies,
			 procedures, rules or regulations, that employee will be subject to corrective
			 action, up to and including dismissal. Unacceptable conduct includes, without
			 limitation, incompetence, inefficiency, dishonesty, drunkenness, immoral
			 conduct, insubordination, discourteous treatment of the public, neglect of
			 duty, or failure of good behavior. Supervisors shall actively manage
			 performance and take corrective steps when appropriate.
(C) The college reserves the right to
			 initiate corrective action at any of the following steps should an offense or
			 performance issue be determined by the college to be sufficiently serious.
			 Otherwise, the progressive corrective action approach utilized by the college
			 will consist of the following steps:
(1)
			 Verbal counseling
A verbal counseling is provided by the supervisor in a meeting
				in which the employee is informed of the specific issue and what is expected of
				him or her in the future. No formal records of the discussion will be
				maintained in the office of human resources' personnel file, although
				supervisors are advised to keep their own records of such meetings in the event
				there is a repetition of the improper conduct.
(2) Written reprimand
The supervisor will issue a written reprimand and/or exception
				report. The written reprimand and/or exception report will become a part of the
				employee's personnel file. Supervisors must consult with the office of human
				resources prior to the issuance of a written reprimand or exception report. If
				an employee is covered by one of the college's collective bargaining
				agreements, a copy of the written reprimand and/or exception report will be
				forwarded to the appropriate union official by the office of human
				resources.
(3)
			 Suspension/probationary status
An employee may be placed in probationary status or be
				suspended with or without pay for a specified number of days based upon
				documentation provided by the employee's supervisor. A pre-disciplinary due
				process meeting will be conducted by the Vice president of human Resources or
				the Vice President's designee with the employee prior to the initiation of
				probationary status or suspension. All recommendations for probations and
				suspensions must be approved by the Vice president of Human Resources or the
				Vice President's designee prior to implementation. The employee will receive
				written notification of the probation or suspension. If the employee is a
				member of a collective bargaining unit, he or she will have the opportunity to
				have a union representative at any meeting with the employee regarding the
				suspension.
(4) Discharge
An employee may be discharged. A pre-disciplinary due process
				meeting will be conducted by the vice president of human resources or the vice
				president's designee with the employee prior to the issuance of a termination
				notice. All recommendations for discharge must be approved by the vice
				president of human resources or the vice president's designee prior to its
				implementation. The employee will receive written notification of the
				discharge. If the employee is part of a collective bargaining unit, he or she
				will have the opportunity to have a union representative at any meeting with
				the employee regarding the termination action.