VCOM Institutional Policy and Procedure Manual

VCOM Policy and Procedure

Policy #U012

information regarding the condition is known. The employee must contact Human Resources to discuss the process for a medical leave of absence, employee health and disability benefits, and/or the process for being considered for the next available position the employee’s health will allow. (See the section of this handbook on health and disability benefits). o In all cases above, prior to termination, a VCOM Division Officer and/or the Director for Human Resources will notify the employee, either orally or in writing, of the reason(s) for the removal. If VCOM chooses to provide an opportunity to correct the behavior, the employee will be given a minimum of ten working days to respond. If the employee is not able to correct the circumstances preventing them from performing the job, final notification of termination will be in writing. If there are conditions or circumstances the employee believes prevents him or her from performing their duties effectively or from completing their assigned tasks, these must be reported to the employee’s supervisor immediately, both verbally and in writing. Reporting these conditions prior to the notice of termination will avoid the perception that the employee is not performing their job duties. The employee must bring to the attention of his or her supervisor any unclear instructions or procedures they are assigned. Except as otherwise provided herein, all employees who have worked beyond the initial probationary period are provided with the following due process prior to termination: • Employees who are considered disruptive, threatening, or who have committed illegal activity are subject to immediate termination. • Notification of Poor Performance: o The initial discussion of poor performance may be verbal if immediate termination is not planned. The supervisor or officer should make a record of the discussion in his or her notes. An employee improvement plan will be discussed. o If improvement does not occur following verbal discussion, the immediate supervisor, the division officer or College administrator, and the Director for Human Resources will meet with the employee to review any additional incidents or information about the performance, conduct or attendance issues as well as any prior relevant corrective action plans. Consequences for the employee of his or her continued failure to meet performance or conduct expectations will be discussed. A formal performance improvement plan (PIP) requiring the employee’s immediate and sustained corrective action will be issued. The written warning may also include a statement indicating that the employee may be subject to additional discipline, up to and including termination, if immediate and sustained corrective action is not taken. Human Resources will assure the employee understands duties and expectations, that have been provided in writing, and assign a period, not to exceed 30 days, to improve. o If improvement does not occur following the implementation of the performance improvement plan, and termination becomes an option, written notice shall be given to the employee. The notice to the employee will occur in writing and will include the employment deficiencies and expected corrective behavior. This notice is to be signed by 7. DUE PROCESS FOR EMPLOYEES SEEKING TO IMPROVE THEIR STATUS PRIOR TO TERMINATION

VCOM Compensation and Equity in Salary Policy and Procedures

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