Chapter 5: Personnel05:09:00 Northeast State Community College Employee Disciplinary Procedures
Purpose and Scope: Northeast State Community College (NeSCC) is committed to providing a work environment that embraces the College’s core values:
- Respect: We value respect and provide an environment of inclusiveness, cooperation, and diversity.
- Responsibility: We value responsibility and promote integrity, accountability, and excellence in teaching, learning, and services.
- Responsiveness: We value responsiveness and facilitate personal, professional, and economic growth.
To facilitate a productive and harmonious working environment, NeSCC employees are expected to follow all established departmental, College and Tennessee Board of Regents’ (TBR) policies and procedures. Employees are also expected to achieve and maintain standards of conduct, behavior, attendance and job performance consistent with the requirements of their position. In the event that disciplinary action must be taken against an employee for misconduct or poor performance, the College provides these Disciplinary Procedures to ensure prompt, consistent and fair treatment of all employees.
These procedures apply to all employees working for NeSCC.
The Tennessee Board of Regents has delegated to the President or his/her designee the authority to terminate employment, demote and transfer all personnel within the scope of TBR’s General Personnel Policy: 5:01:00:00. No supervisor has the authority to suspend, demote or terminate employment of an employee without contacting the Human Resource Office and obtaining approval from the President or delegated party.
No supervisor has the authority to place an employee on probation without prior consultations and approvals from supervisory chain of command, the respective Vice President, and the Executive Director of Human Resources.
Supervisors must contact the Human Resources Office pertaining to disciplinary situations and procedures.
Grounds for Disciplinary or Corrective Action
Cause for disciplinary action may include, but is not limited to: violation of established departmental, College and Tennessee Board of Regents’ policies and procedures; gross misconduct, failure to achieve and/or maintain standards of conduct, behavior, attendance or job performance.
In the case of gross misconduct, immediate disciplinary action up to and including termination of employment may be taken.
Absence from Duty: An employee who is absent from duty for more than three (3) consecutive business days without giving notice to the appointing authority or appropriate manager concerning the reason for such absence and without securing permission to be on leave or fails to report for duty within three (3) business days after the expiration of any authorized leave of absence, is considered as having resigned not in good standing.
Termination for Gross Misconduct: Gross misconduct may include, but is not necessarily limited to:
- any act or omission which may seriously disrupt or disturb the normal operation of the College;
- any work-related conduct which would subject the employee to criminal conviction;
- theft or dishonesty;
- gross insubordination;
- destruction of College property;
- falsification of records;
- acts of moral turpitude (conduct that is considered contrary to community standards of justice, honesty, or good morals.);
- reporting for duty under the influence of intoxicants;
- the illegal use, manufacture, possession, distribution, or dispensing of controlled substances or alcohol;
- disorderly conduct;
- provoking a fight;
- and/or such other similar acts involving intolerable behavior by the employee.
Employee’s Written Rebuttal
Employees are permitted to submit a written rebuttal to their supervisor during each phase of the disciplinary process. Written rebuttals must be forwarded through the appropriate signatory chain and vice president to the Executive Director of Human Resources. The documents will be reviewed and shall be placed in the employee’s official personnel folder.
Employee’s Personnel Folder
Documentation placed in the employee’s official personnel folder regarding disciplinary actions remains a permanent part of the folder. A supervisor’s and/or employee’s request to remove documentation from an official personnel folder shall be made to the Executive Director of Human Resources for review and consultation with legal counsel.
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Revision History: March 2016