Appendix A: Types of Corrective Action

If the performance or conduct of a staff member is unsatisfactory, the following actions may be initiated to try to improve the performance or conduct to meet expectations. In most cases these actions are initiated only after informally working with the staff member to try to resolve performance or conduct concerns. The intent of any action, with the exception of discharge, is to restore the performance or conduct of the staff member and build the strength of the Calvin community.

The action taken is dependent upon the nature of the problem, the willingness and ability of the staff member to benefit from corrective action, and what, if any, other forms of corrective action have occurred in the past. The action(s) taken will not always include all of the below, nor will the various actions necessarily be applied in any specific sequence. These procedures are guidelines and do not affect employment status as generally defined in the handbook.

Verbal Communication

The supervisor of a staff member may notify a staff member verbally regarding conduct or performance that needs to change. Following a formal verbal notification, a written description of the situation and the action taken (designated as a “verbal communication”) will be placed in the personnel file of the staff member. The staff member will be asked to sign this written description as an indication that a copy has been delivered to him or her, and will be given the opportunity to provide a written response.

Written Communication

If a written communication (see Final Findings and Conclusion Form ) is issued, a complete record of the offense(s) and the action(s) taken shall be shown and explained to the staff member. A copy shall be placed in his or her personnel file. As with a verbal communication, a signature will be obtained from the staff member, and he or she will be given the opportunity to provide a written response. If a staff member believes that he or she is not being treated fairly, he or she is encouraged to seek consultation with a representative from the Human Resources Office, at which point he or she may file an appeal using the Problem Review and Grievance Procedure .

Suspension without Pay

The staff member may be suspended without pay for an appropriate amount of time. This action may be taken for a serious violation, for repeated lesser violations of the code of conduct, or for failure to meet job responsibilities. If a staff member believes that he or she is not being treated fairly, he or she is encouraged to seek consultation with a representative from the Human Resources Office, at which point he or she may file an appeal using the Problem Review and Grievance Procedure .

Demotion

In certain cases appropriate corrective action may result in demotion to a position of lesser responsibility and compensation. This action is most likely to be used in cases relating to performance and failure to meet job responsibilities. If a staff member believes that he or she is not being treated fairly, he or she is encouraged to seek consultation with a representative from the Human Resources Office, at which point he or she may file an appeal using the Problem Review and Grievance Procedure .

Discharge

The employment of a staff member may be terminated. This action is taken for a serious violation, for repeated lesser violations of the code of conduct, or for failure to meet job responsibilities. Any staff member who is discharged may appeal that decision according to the policies outlined in the Formal Grievance Procedure.