A 4 - Disciplinary Procedures

The following disciplinary procedures will be followed for employees of Eastern Iowa Community College District when it is determined that the employee has failed to perform as assigned or when the employee is determined to have performed inappropriately.

FIRST LEVEL

Written reprimand by the immediate supervisor after consultation with the Senior Leadership Team member and Director of Human Resources. Copies of the reprimand will be sent to the College President, Vice Chancellor and the District personnel file.

SECOND LEVEL

Written reprimand by the Senior Leadership Team member after consultation with the Director of Human Resources with a warning that the next infraction may result in a recommendation to the Chancellor to suspend the employee for up to three (3) work days. Second level written reprimands may take the form of a Performance Improvement Plan (PIP). Copies of the reprimand will be sent to the Chancellor and the District personnel file.

THIRD LEVEL

The College President or Vice Chancellor recommends to the Chancellor a suspension of up to three (3) work days with copies to the immediate supervisor, the District personnel file and the employee. Notification of suspension either with or without pay will be by the Chancellor. This notification will include a warning that the next infraction may result in the recommendation by the Chancellor to the Board of Directors to terminate the employee in the case of contracted employees or the termination of the employee by the Chancellor in the case of non-contracted employees. In the case of contracted employees, written notification of the suspension and cause, therefore, shall be sent to the Board of Trustees and the employee shall have five (5) calendar days from his/her receipt of suspension to submit in writing to the Board Secretary a request for a private hearing following which the Board of Trustees shall sustain, overturn, or modify the suspension of the employee.

FOURTH LEVEL

For non-contracted employees the Chancellor will notify the employee of his or her termination.

For a contracted employee, the Chancellor will recommend to the Board of Trustees the termination for cause of the employee and notify the contracted employee that the decision to recommend termination to the Board has been made. The contracted employee shall have five (5) calendar days from receiving notice of the decision to recommend termination to request a private hearing with the Board of Trustees, in writing to the Secretary of the Board.

The private hearing shall be held no sooner than ten (10) days and no later than twenty (20) days following the receipt of the request unless the parties otherwise agree. The Secretary of the Board shall notify the employee in writing of the date, time, and location of the private hearing, and at least five (5) days before the hearing shall also furnish to the employee any documentation that may be presented to the Board at the private meeting and a list of persons who may address the Board in support of the Chancellor’s recommendation. At least three (3) days before the hearing, the employee shall provide any documentation he/she expects to present along with the names of any persons who may address the Board on behalf of the employee.

When the Board has reached a decision, it shall convene in opening meeting and by roll call vote determine to support or overturn the Chancellor’s recommendation for termination for cause. The Secretary of the Board shall immediately mail notice of the Board’s action to the employee.

GENERAL

At any time the Chancellor feels that the action or inaction of an employee is so serious as to be disruptive to the operations of the District or College, the Chancellor may set aside the above procedures and move immediately to a higher disciplinary level. The Chancellor may also reduce the disciplinary action provided by these procedures. When the Chancellor determines that sufficient time has elapsed between infractions for any employee, he/she may notify the employee in writing that the previous infractions will not be considered in handling future infractions. An employee or supervisor may at any time petition the Chancellor to disregard any previous infractions in the handling of future infractions, or request they be removed from the file. In the case of contracted employees, if the Chancellor denies the petition, the employee may file a written appeal with the Secretary of the Board. Such appeal must be filed with the Board Secretary within five (5) calendar days of the employee’s receipt of the Chancellor’s denial of the petition.

ADOPTED 10/77
REVISED 4/82, 1/98, 307, 8/19, 4/24
REVIEWED 4/82, 1/98, 307, 8/19, 4/24