With the exception of tenure- line faculty and certain members of administration under express written employment contracts, employment with the college is “at will,” meaning you can be terminated with or without cause, and with or without notice, at any time, at the option of either the college or yourself, except as otherwise provided by law.  However, employees are asked to provide at least two weeks’ notice if they wish to voluntarily terminate their employment.

 It is the responsibility of each employee to be familiar with workplace rules and to conduct himself/herself in an appropriate manner.  Specific examples of conduct that may result in discipline up to and including termination have been provided throughout applicable employee policies.  These examples are meant to be illustrative and are not all-inclusive of the types of employee actions that may result in discipline. 

 In addition, the following events may result in disciplinary action up to and including termination.  This list is not all- inclusive, but rather a list of several examples to consider:

  • Failure to contact the college when absent or late for work.
  • No Call/No Show
  • Walking off the job
  • Excessive tardiness/absenteeism
  • Criminal acts
  • Sexual misconduct or relationship misconduct
  • Harassment or discrimination
  • Violating drug, alcohol or tobacco use policies
  • Theft or willful damage of property
  • Falsifying employment application or company documents
  • Insubordination
  • Disclosing confidential information
  • Violence in the workplace
  • Non-performance

In most cases, if there is a performance issue, the supervisor will work with the employee to provide the appropriate performance counseling and disciplinary action to provide the opportunity to improve. However, this Policy is not progressive. This means that Central College reserves the right to escalate the process or, if necessary, to terminate employment without implementing performance counseling and disciplinary action. This is consistent with our “employment at will” policy outlined above. Which level of disciplinary action is used depends on considerations such as:

  •  Nature and severity of the issue
  •  Timing and frequency of previous issues
  •  The employee’s overall performance

Because facts and circumstances can vary widely, and are sometimes unique to a particular situation, the action that is taken in one situation should not be construed as setting a precedent for any other situations.

While tenure-line faculty are expected to comply with the policies and expectations set forth for all employees, faculty governance procedures apply when appropriate.