Progressive Discipline

The purpose of this policy is to state Agnes Scott College's position on administering equitable and consistent discipline for unsatisfactory conduct or performance in the workplace. The best disciplinary measure is one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels.

Agnes Scott's own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence and prepare the employee for satisfactory service in the future. In some instances, this may include the supervisor's implementation of a Corrective Action Plan (CAP) to assist the employee in correcting workplace behaviors that must be improved, steps to take for improvement and a timeline in which the improvement must occur or face further disciplinary action, up to and including termination of employment.

Although employment with the College is based on mutual consent and both the employee and the College have the right to terminate employment at will with or without cause or advance notice, Agnes Scott may use progressive discipline at its discretion.

Disciplinary action may call for any of four steps-- verbal warning, written warning, suspension with or without pay, or termination of employment-- depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed.

With respect to most disciplinary problems, progressive discipline means these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and still another offense may then lead to termination of employment.

The College recognizes there are certain types of employee problems that are serious enough to justify either a suspension or in extreme situations, termination of employment without going through the usual progressive discipline steps.

While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee Conduct and Work Rules policy includes some examples of problems that may result in immediate suspension or termination of employment. However, the problems listed are not all necessarily serious offenses but may be examples of unsatisfactory conduct that will trigger progressive discipline.

By using progressive discipline, the College hopes most employee problems can be corrected at an early stage, benefiting both the employee and Agnes Scott.


Policy No.  716  Issued  1/1/2004