Cornell Cooperative Extension of Tompkins County

Human Resource Policy Manual

Section:	Employment
Subject:	Policy on Corrective and Disciplinary Action
Policy:	System
Code:	313
Issued:	8/9/02
Association Adoption:	5/6/04
Association Effective Date:	6/10/04

Policy Statement - All employees are expected to comply with the Association's standards of behavior and performance for the benefit and safety of all employees and for efficient operations. Any employee who violates the policies, procedures, rules, or regulations outlined in this policy manual or those established by the employee’s supervisor shall be subject to appropriate disciplinary action. The purpose of disciplinary action is to notify the employee of the problem, encourage the employee to correct the problem, and discourage its recurrence.

Supervisory Responsibilities - Employees have a right to know what is expected of them. It is the responsibility of the supervisor to communicate the Association's requirements and expectations to the employee and to help the employee meet these standards.

Employee Responsibilities – Any staff member has the responsibility to seek out clarification of roles and accountabilities at any time there is doubt or confusion surrounding performance expectation through the supervisor or Association.

Forms of Discipline - Disciplinary action may include verbal warnings, written warnings, suspension, termination of employment, or other disciplinary measures depending on the circumstances. The Association does not guarantee that one type of discipline shall precede another. Further, the Association reserves the right to suspend an employee while an investigation is conducted.

Communication of Violations - Open and candid communications with employees is an important aspect of the Association’s ongoing employee relations. When a rule, policy, or procedure is violated, the employee's supervisor or other designated manager generally reviews the nature of the violation with the employee. The employee's input is important to ensure that all of the facts have been considered. After such a review, appropriate corrective action is discussed with the employee.

Corrective Discipline Notice - An employee who receives a written warning is given the opportunity to agree or disagree with the warning and to write a brief statement on the corrective discipline notice, if desired. However, as a condition of employment, the employee is required to sign the corrective discipline notice to indicate that a discussion of the issue has taken place. Refusal to sign the corrective discipline notice may result in further disciplinary action, up to and including termination. An employee receives a copy of any written disciplinary notice issued.

Prohibited Conduct - An employee may be subject to disciplinary action, up to and including termination, for violating any of the policies, procedures, rules, or regulations specifically outlined in this Policy Manual or otherwise established by the Association or the employee's supervisor. In addition, disciplinary action, up to and including termination, may be imposed if an employee engages in any form of prohibited conduct, including:

        Threatening, coercing, assaulting, or intimidating a coworker, supervisor, or any non-employee;
        Insubordination or refusal to obey instructions given by authorized management;
        Improper performance of job duties or repeated failure to perform assigned duties and responsibilities;
        The use of foul or abusive language, including racial slurs and epithets;
         Unlawful activity;
        Failure to adhere to the assigned work schedule.

The above list is illustrative and is not intended to limit the Association's right to impose discipline in other appropriate situations.

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