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The Employee Warning System is in effect from the first day of employment for full-time and limited full-time Professional Support Staff employees.
A supervisor shall identify and communicate an employee's performance deficiencies through a variety of ways including the district's evaluation process - Progress Discussion (PDF - 18KB) or other written documentation (e-mails/memorandums) or both.A supervisor shall not terminate an employee without following the decision-making leave provisions as noted in DDC (regulation). But an employee may be suspended without notice as provided in the Suspension Without Notice section. Note: A supervisor cannot terminate or suspend an employee without first consulting with the location human resources director. An employee may receive only one reevaluation period during employment with the district.
Decision-Making Leave and Reevaluation Period
A supervisor shall notify an employee's next-level supervisor and consult with the location human resources director or equivalent position before requiring an employee to take decision-making leave.
If an employee has performance deficiencies, a supervisor shall give the employee a decision-making leave day for which the employee will be compensated.
During the leave, an employee shall decide whether he or she wishes to continue employment with the district, and if so, the employee must agree to take positive steps to correct past performance deficiencies.
If an employee decides to continue employment, a reevaluation (probation) period with specific performance standards will be established by the supervisor after a conference with the employee for a period of no less than three months and no more than six months.
If an employee decides not to continue employment with the district, the employee shall submit a written resignation, effective within 10 working days, to the employee's supervisor.
If an employee fails or refuses at any time during the employee warning system process to agree to resolve the employee's performance deficiencies, the employee may be terminated immediately.
Suspension Without NoticeSuspension without notice may occur at any time during the employee warning system process. In cases involving serious misconduct, as illustrated below, an employee may be suspended without prior notice. All suspensions without notice must be reviewed by the Associate Vice Chancellor of Human Resources or designee and the location human resources director or equivalent position before the suspension occurs. District Human Resources will provide assistance to the location in investigation related to suspension without notice. Upon confirmation by District Human Resources, the supervisor will confirm the actions in writing to the employee.Grounds for suspension without notice may include, but are not limited to:
Disclaimer The provisions of the administrative regulation, HROG or any procedures, rules or forms promulgated by the Human Resources office to implement this system are not intended to create a contract of employment or property interest in employment on behalf of professional support staff, nor are such documents a contract of employment. Professional support staff shall serve at will and are not employed for any specific length of time.
Exit Interviews An exit interview should be held with all employees prior to their leaving employment with the district.