Level One – Verbal Warning. The Vice President for Academic Services or the Vice President for Student Services, as appropriate will meet in person with the unit member. In this meeting, the Vice President will explain to the unit member the conduct or behavior that is deemed by the district to be unprofessional or unsatisfactory. The unit member will be informed of what actions s/he must take to correct the unprofessional or unsatisfactory behavior, and the time period in which such correction should occur. The time period should be reasonable as to allow for a true display of the unit member’s behavior, but should be for a period of not less than ninety (90) days. The Vice President will document that such a meeting took place, the nature of the conversation, including a summary of the unit members’ defenses, if any, and the plan of correction. This document shall remain in the possession of the Vice President and shall not be made part of the unit member’s personnel file at this time. If there was a complainant who originally brought the situation to the attention of the Vice President, the Vice President shall notify said complainant that such a conversation has taken place, though not of the details of the conversation. After the expiration of the time period for correction, the Vice President will ascertain if the unit member has corrected the unsatisfactory behavior. If so, the Vice President shall meet with the unit member to inform him/her of the satisfactory correction, and shall make a note of this correction and attach it to the original report. The history, summary, plan of correction and report shall be in the unit member’s personnel file in the Human Resources office. These documents shall remain in said file for a period of two full academic years.
Level One – Verbal Warning. If the problem by itself is not serious and it is the first offense, the employee should be given a verbal reprimand and be advised that another offense will result in written warning. The verbal reprimand should form part of a discussion of the problem with the employee. The verbal reprimand is an important step in the disciplinary process, because it is at this point that cause for further action may be prevented, or--if cause persists--it provides the foundation for further action. The verbal reprimand normally takes the form of a caution to the employee that further action may be taken if the matter is not resolved. Verbal warnings of this nature are not generally recorded in the employee's personnel file. They should, however, be noted by the Supervisor for later reference if necessary.
