Just as it is important to specify the standards of performance that are required of each employee, it is also important to outline the policy in dealing with performance or work-related problems that do not meet these standards. It is the responsibility of the supervisor to initiate appropriate corrective action. Corrective action is considered a dimension of performance evaluation and may be administered against staff employees.
Bethel's corrective and disciplinary action policy attempts to correct problem situations in an atmosphere in which an employee is allowed every reasonable opportunity for improving levels of performance. Although corrective action usually consists of the constructive sequence outlined below, an employee may be subject to dismissal action after or during any of the steps if, in Bethel's sole discretion, dismissal is necessary for the best interest of the department and/or institution whether or not improvement is displayed. Normally, consideration will be given to the seriousness of the incident and extent of prior offenses. Serious misconduct may result in immediate termination.
The sequence of corrective actions generally begins with a verbal warning, followed by a written warning, a second written warning which may include a suspension without pay, and finally termination.
Each warning need not result from the same type of violation or misconduct. Each will be documented by the supervisor with the employee receiving the original copy of each notice, and a copy also placed in the employee's official personnel file. If no additional action is taken to the employee within 12 months from the last incident, the problem is considered resolved.
The following examples of misconduct are examples only and are not intended to be exclusive:
- A continual record of poor attendance or tardiness.
- Sleeping on the job.
- Violation of any departmental work rule or procedure.
- Unwillingness or inability to work in harmony with others, discourtesy, or conduct creating disharmony, irritation, or friction.
- Disclosure of information considered confidential by Bethel.
- Neglect of assigned duties (unsatisfactory performance of the job).
Illustrations of serious types of misconduct, subject to immediate dismissal, include but are not limited to:
- Gross insubordination; refusal to obey orders from an immediate supervisor.
- Deliberate destruction or misuse of Bethel University resources.
- Dishonesty or theft, including falsification of records, including employee time records.
- Illegal use or possession of controlled substances.
- Fighting or other disorderly conduct on Bethel premises; threatening, intimidating, coercing, or disrupting the work of other employees.
- Gross breach of Bethel lifestyle standards or covenant for life together.
- Violation of Bethel's sexual or racial harassment policies.
- Absence from work without approval for three consecutive work days.
- Conviction of a crime involving dishonesty or violence that impairs suitability for employment.
Any full- or part-time employee, not serving an initial introductory period, who disagrees with a disciplinary action, may use the grievance procedure to appeal the action. The grievance procedure does not, however, apply to involuntary termination by the employer.