To maintain employee compliance with policy regulations and standards of work performance, the College of Wooster follows the concept of Progressive Discipline. Under this concept, penalties increase in severity with each failure to comply with work standards and/or regulations. It is important to note, however, that discharge without prior warning or suspension may be justified for the most serious offenses, including, but not limited to, theft of college property, insubordination, unprofessional behavior, breach of confidentiality, endangering the safety of others, or falsification of a timecard. In most other instances, Progressive Discipline begins with a verbal reprimand and advances through several steps to the final penalty of termination of employment, if the student worker is unable to correct his/her work or behavior at work.
For repeated, but relatively minor, incidents of substandard performance or behavior, discipline should be “progressive”. However, discharge prior without warning may be justified for the most serious offenses, including theft of college property, insubordination, unprofessional behavior, or endangering the lives of others. Repeated incidents requiring discipline are likely to result in dismissal. Appeals regarding employment actions do not follow the grievance process but will be handled on a case-by-case basis.
Certain standards of performance must be maintained in any job. When a student worker does not meet these standards, supervisors may take disciplinary action. For repeated, but relatively minor, incidents of substandard performance or behavior, discipline will be “progressive”. All disciplinary steps against a student worker will be documented in writing. In cases of obvious acts of unacceptable conduct, dismissal may occur after a single offense. In these instances, the student worker’s employment may be terminated immediately, or the student worker may be placed on investigatory suspension and the College attorney may be
This is the first stage at which time the problem is detected, and the student is made aware of it by the supervisor. If after discussing the problem, the supervisor believes that standards were not met or regulations not followed, the supervisor should explain the correct standards and/or regulations to the student. It is very important to keep a record of dates and times of all conversations and/or meetings regarding student employee discipline.
At this stage, the student should receive written documentation about the alleged problem. It may be helpful to schedule a more formal meeting to discuss the problem at this time. Always keep a copy of any correspondence or any information to be included in the student employee file.
This is the final step before beginning the process of termination. At this stage, through written communication, the student employee is made aware of the fact that his/her job may be in jeopardy. The probationary period is left to the supervisor’s discretion; sufficient time should be allowed for improvement to occur.
This is the final stage of Progressive Discipline, normally used only after all other means to correct the problem have failed. At this stage, the student should receive a letter from the supervisor requesting a meeting. If it is determined that the student is at fault, he/she will be informed of his/her dismissal at that time. The student should also receive a follow-up letter stating the reason(s) for dismissal and referring to previous attempts to correct the problem. If the student disagrees with the final judgment, the student employee may be entitled to recourse as provided through the Student Employee Grievance Review Procedures.