2.2 College Initiated Separation

2.2.1 Reduction in Force

2.2.2 Termination for Cause

2.2 College Initiated Separation

An involuntary termination of employment is considered a college initiated separation. Termination of an employee by the College may result from:

• dismissal for cause,
• layoff or termination because of a reduction in the workforce, or
• elimination of positions.

are to be treated in a confidential, professional manner by all concerned. Employees dismissed for cause are not eligible for severance or advanced notification. Advanced written notification for layoff, reduction in force or elimination of positions will be based on regular, full time length of service and will be communicated to the employee according to the following schedule.

In lieu of notice, an employee may be given an amount of severance pay equivalent to salary for the applicable notice period.In the event of summary dismissal of a staff or administrative employee (see section 2.2.2 Termination for Cause) neither notice nor severance will be required. In addition, the minimum notice policy does not apply to sponsored program positions funded by outside sources.

2.2.1   Reduction in Force

Reduction in force is the termination or consolidation of positions because of a lack of funds or lack of work. Situations in which a person is terminated but their position remains is not a reduction in force. Reduction in force is directed by the President upon recommendation by the appropriate vice president. Factors to be considered in determining who will be affected include job performance, length of service and qualifications for the positions which remain after the reduction in force. (See section 2.2 College Initiated Separations for appropriate notice periods and severance.

2.2.2   Termination for Cause

Termination for cause by the College is generally the result of an employee’s inability to attain the required level of performance on the job, failure to comply with required policies and procedures, failure to meet standards of professional behavior applicable to employment, or repeated failure to perform required duties. In the event of termination for cause, see chart. Supervisors should consult with the Director of Employee Relations and Professional Development prior to any termination actions. Cause for dismissal includes but is not limited to:

• insubordination;
• inability, failure, or refusal of the employee to maintain satisfactory performance of the responsibilities of his/her position;
• conduct which, in the judgment of his/her supervisor(s), directly and substantially impairs the effectiveness of the employee in the performance of his/her responsibilities;
• conduct which, in the judgment of the employee’s supervisor(s), directly and substantially impairs the effectiveness of College operations;
• conduct which, in the judgment of the employee’s supervisor(s), is harmful to persons or property or destroys good will or otherwise causes jeopardy or serious harm to the College.

It is impossible to list every single action which might cause harm to the College, its students or fellow employees. Following is a list of some, but not all, of the acts which will result in disciplinary action up to and including discharge:

• Any act of dishonesty. This includes the theft of any College, student or employee property.
• Committing or attempting to commit deliberate damage to either College property or its facilities, or the unauthorized use of College facilities, tools or equipment.
• Disorderly conduct such as striking anyone, use of abusive language or cursing.
• Possessing, using, buying or selling alcohol or illegal drugs, or being under the influence of alcohol or illegal drugs, while at work
• Punching time clock for another employee or allowing someone else to punch the time clock, falsifying time reports or making unauthorized changes on a time report.
• Excessive absences or tardiness.
• Removing, sending or furnishing to unauthorized persons College records or information.
• Breaches in security procedures and/or refusal to cooperate in a College investigation.
• Abandonment or job or failure to report to work without notifying one’s immediate supervisor.
• Violating the College’s anti-discrimination and harassment policy.
• Direct violation of College policies and procedures.
• Obtaining employment on the basis of false or misleading information or falsifying of job application.
• Allowing unauthorized person(s) access to College facilities.
• Possessing firearms of any type while on College property or while on College business.
• Insubordination – the refusal to perform all job requirements or services as outlined by the College.
• Sleeping or dozing on the job.
• Falsification of any College records, reports or documents.
• Knowingly violating any College, OSHA, or state regulation, guideline or rule governing workplace safety.

Supervisors shall consult with Director of Employee Relations and Professional Development prior to any termination for cause.

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