A 4 - Disciplinary Procedures

This procedure outlines disciplinary actions that may be taken for employees of Eastern Iowa Community College District (EICC) when performance or conduct does not meet expectations. These procedures are designed to ensure fairness, consistency, and compliance with applicable laws and best practices. Types of disciplinary actions are described below and will be applied as appropriate based on the totality of the circumstances.

WRITTEN WARNING

Recommended by: Immediate Supervisor
Approved by: Senior Leadership Team Member

Process:

Supervisor recommends a written warning to the Senior Leadership Team member after consultation with the Director of Human Resources.
A formal written warning is issued and discussed with the employee by the supervisor.
Signed copies are sent to the Human Resources office and placed in the personnel file.
Employees may submit a written response to be included in the personnel file.

WRITTEN WARNING WITH PERFORMANCE IMPROVEMENT PLAN (PIP)

Recommended by: Immediate Supervisor
Approved by: Senior Leadership Team Member

Process:

Supervisor recommends a written warning and PIP to the Senior Leadership Team member after consultation with the Director of Human Resources.
A written warning accompanied by a PIP is issued and discussed with the employee by the supervisor. PIP plans will include:
- Expectations for behavior to be continued or discontinued.
- A schedule of check-ins to monitor PIP compliance.
Includes a warning that further infractions may result in additional disciplinary action up to and including termination of employment.
Signed copies are sent to the Human Resources office and placed in the personnel file.
PIP updates according to the schedule of check-ins established will be sent to the Human Resources Office and placed in the personnel file.
Employee may submit a written response to be included in the personnel file.

SUSPENSION

Recommended by: College President or Vice Chancellor
Approved by: Chancellor

Process:

Recommendation for suspension is submitted to the Chancellor after Consultation with the Director of Human Resources.
Notification of suspension (with or without pay) is issued by the Chancellor (delivered to the employee by the College President or Vice Chancellor).
Includes a warning that further infractions may result in additional disciplinary action up to and including termination of employment.
Copies are sent to the immediate supervisor, employee, and Human Resources placed in the personnel file.
Employee may submit a written response to be included in the personnel file.

TERMINATION

Probationary Employees: Chancellor issues written notice of termination.
Non-Contracted Employees: Chancellor issues written notice of termination.

Contracted Employees:

Chancellor recommends termination for cause to the Board of Trustees.
Employee is notified of the recommendation and has five (5) calendar days to request a private hearing in writing to the Board Secretary.
Hearing is scheduled at the next regularly scheduled meeting of the Board of Trustees upon receipt of request unless otherwise agreed.
Before the hearing, the Board Secretary provides documentation and witness list to the employee.
At least three (3) days before the hearing, the employee provides documentation and witness list to the Board.
The Board votes in open meeting to sustain or overturn the recommendation.
Written notice of the decision is mailed to the employee.

GENERAL PROVISIONS

Discretionary Authority: Disciplinary actions will be based on severity, nature of conduct, and operational impact. All decisions must be documented and communicated to the employee.

Consideration of Prior Infractions: Prior disciplinary actions may be considered in future decisions. However, the recommending party and approving party may agree not to consider prior infractions when:

The employee has demonstrated significant and sustained improvement in performance or conduct;
The prior actions are unrelated to the current issue; or
A significant amount of time has elapsed since the prior infraction.

All such determinations must be documented and included in the personnel file.

Equal Treatment: Disciplinary procedures will be applied consistently and equitably in accordance with EICC’s Equal Employment Opportunity and Anti-Discrimination policies.

ADOPTED 10/77
REVISED 4/82, 1/98, 307, 8/19, 4/24, 2/26
REVIEWED 4/82, 1/98, 307, 8/19, 4/24, 2/26
Ref. Board Policy 409 ; Iowa Code§20.7; Iowa Code §20.10; Iowa Code §21.5