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Each Davidson employee is a member of the college community and an integral participant in the mission of teaching and learning. As such, each faculty and staff member is expected to uphold and exemplify the employee honor code and exhibit a high degree of professionalism and personal integrity at all times. This involves respect for the rights and feelings of others as well as a commitment to accomplishing individual work assignments with integrity. Certain standards of performance and conduct must be maintained in any work setting. Generally, these standards are recognized and observed by individual members of the work group without need for action by the supervisor or department head.

Disciplinary action or dismissal of employees is based on either unacceptable job performance or unacceptable personal conduct. The college maintains the discretion to determine whether disciplinary action is appropriate and, if so, what form of disciplinary action is needed in each situation, regardless of what disciplinary action the employee may have received previously. For example, in some circumstances it may be appropriate to give a written warning before taking stronger action, while in other circumstances it may be appropriate to take strong disciplinary action, including termination, without any previous warnings or suspensions.

Unacceptable Job Performance

Unacceptable job performance is defined as failure to satisfactorily perform job requirements as specified in the job description, the performance plan, or as directed by management of the particular area or department. Disciplinary action for unacceptable job performance could result in disciplinary action up to and including dismissal, but will usually be progressive as follows:

• Oral Warning
• Written Warning
• Final Written Warning (which may be accompanied by a suspension with or without pay)
• Dismissal From Employment

Examples of unacceptable job performance include but are not limited to:

• Careless performance of duties, including continued failure to maintain reasonable workmanship, productivity, accuracy, or confidentiality
• Continued failure to meet the expectations of supervision including those listed on the performance planning document.

Unacceptable Personal Conduct

Disciplinary action for unacceptable personal conduct is usually not progressive in nature and can vary greatly based on the unacceptable conduct. Employees may be dismissed, demoted, suspended, or warned on the basis of unacceptable personal conduct.

Examples of unacceptable personal conduct include but are not limited to:

• Drinking, unauthorized possession, or being under the influence of alcohol while on the job or in a college vehicle;
• Illegal or unauthorized possession, use, manufacture, dispensation, distribution, purchase, or being under the influence of any controlled substances while on the job, on college property, or in a college vehicle;
• Possession of firearms or other deadly weapons while on college property;
• Disorderly conduct (including fighting, verbal abuse, etc.);
• Unauthorized use or removal of college property or another's personal property;
• Failure of absent employee to notify the designated supervisor according to departmental procedures;
• Being absent without authorization, repeated absenteeism, and repeated tardiness;
• Failure of employee to report to his or her place of work at the start of a work period, leaving work prior to the end of a work period without authorization, or leaving assigned work area during the work period without authorization;
• Harassment of another;
• Refusal to accept instructions of authorized supervisors, including but not limited to failure to perform work assigned, insubordination, or disobedience;
• Failure to observe safety and health rules and regulations;
• Sleeping during work hours;
• Falsification of or making false representations to the college regarding information used or contained in applications for employment, time cards, medical leave records, expense records, or other data requested by the college;
• Submitting fraudulent claims to the college, including but not limited to claims relating to jury duty, medical time off, medical claims, and expense reimbursement;
• Unauthorized disclosure of confidential information or records;
• Unauthorized use of college facilities, equipment, or property for any purpose other than official college business.

The college reserves the right to take actions it deems appropriate when circumstances indicate disciplinary action may be necessary. In some instances, an employee may be suspended without pay until the college has determined what further action to take.

Questions regarding this policy should be directed to Human Resources at 704-894-2213.