Disciplinary Policy

Disciplinary and/or Dismissal Policy (Rev. June 12, 2006)

The Board of Trustees authorizes the President to suspend, dismiss, or otherwise discipline employees to the extent that is permitted by law. Employees may be disciplined and/or dismissed for any reason not contrary to law including but not limited to:

  • Incompetent service.
  • Neglect of duty.
  • Conduct unbecoming a member of the faculty or staff.
  • Financial exigency or discontinuation of a program or position.
  • Participation in or incitement of disruption in the College’s operations.
  • Insubordination or unprofessional conduct.
  • Violation of Alamance Community College rules, regulations, policies, and procedures.
  • Violation of federal or state law.
  • Unsatisfactory work performance including gross inefficiency.

It is the intend of this policy to provide supervisors and employees a fair procedure for correcting and improving performance problems, as well as to provide a process to assist management in handling cases of unacceptable personal conduct.

When informal coaching and or counseling have not resulted in significant improvement in an employee’s performance or conduct; the following disciplinary process will be followed:

  • Written Warning, Developmental Plan.
  • Performance evaluations during the probationary period.
  • Issuance of a Probationary Contract.
  • Dismissal Conference and Termination

Depending on the nature of the conduct or performance issue, steps may be omitted. If the offense by the employee is of such magnitude that continued employment is not warranted, suspension without pay and/or termination can occur without prior warning. The President must approve suspension without pay and/or termination.

Across the board raises, bonuses, merit or exceptional merit increases are suspended and not retro-applicable during the probationary period or any extension(s). If at the end of the probationary period the disciplinary action has been resolved or corrected, the employee is then eligible to receive the across the board raise effective on the day the disciplinary action is officially removed.

If at the end of the probationary period it is determined that the employee has made significant improvement; however, still needs to make additional improvements to fully achieve acceptable job performance; or improve his/her personal conduct the probationary period can be extended for an additional semester with President’s approval.

If at the end of any period of probation it is determined that the employee has not achieved the level of satisfactory job performance stated in the warning, and/or satisfactorily corrected the job deficiencies, the supervisor is to recommend to the appropriate Vice President and then to the President appropriate disciplinary action.