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EGC EMPLOYEE HANDBOOK Section 5: EMPLOYEE/EMPLOYER RELATIONS 5.3 Dismissal, Demotion or Suspension |
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Employees who resign for any reason should give their supervisor and the human resources office as much notice as possible. The expected notice is two weeks, but a longer or shorter period of time may be agreed upon in writing between the supervisor and the employee. An employee who resigns with proper notice is entitled to all benefits due. All regular employees who are terminating their employment must participate in an exit interview conducted by the Human Resources Office. At that time, employees will receive all pertinent information regarding their separation, including provisions for continuation of health and dental benefits under COBRA; complete all necessary paperwork, and return any cards, keys or other institutional property to the college. This interview also will give employees an opportunity to express their feelings about their employment experience at East Georgia College. 5.3 Dismissal, Demotion or Suspension Dismissal, demotion or suspension of classified employees may be initiated by the employee’s immediate supervisor when the supervisor determines that the employee’s performance of duty or personal conduct is unsatisfactory. Any employee who is convicted of the unlawful manufacture, distribution, sale, use or possession of a controlled substance, marijuana, or other illegal or dangerous drug, or who admits guilt of any such offense in a court proceeding, shall be suspended for not less than two months or dismissed after compliance with procedural requirements set forth below. Such employee shall be required as a condition of re-employment following suspension to complete a drug abuse treatment and education program approved by the president of the institution. The employee shall be informed in writing of the reasons for the action taken and granted a reasonable opportunity (not less than five working days) to respond to the next highest authority prior to the effective date of the action; however, under emergency circumstances when immediate action is necessary, the employee may be forthwith dismissed, demoted, or suspended, with or without pay, by the immediate supervisor, pending a review by the next highest authority. Any such employee shall also be entitled to the procedural protections of a hearing before a Board of Review convened pursuant to the Grievance/Appeals section of this handbook upon request made within 15 working days following the adverse personnel decision of the immediate supervisor, provided that the Board of Review hearing may take place either before or after the effective date of the personnel decision in question. If, prior to arrest for an offense involving a controlled substance, marijuana, or a dangerous drug, an employee notifies the immediate supervisor that he/she illegally uses a controlled substance, marijuana, or a dangerous drug and is receiving or agrees to receive treatment under a drug abuse and education program approved by the president of the institution, such employee shall be retained by the college for up to one year as long as the employee follows the treatment plan. Retention of such employee shall be conditioned upon satisfactory completion of the program. The employee’s work activities may be restructured if, in the opinion of the immediate supervisor, it is deemed advisable. No statement made by an employee to a supervisor or other person, in order to comply with this policy, shall be admissible in any civil, administrative or criminal proceeding as evidence against the employee. The rights herein granted shall be available to a college employee only once during a five-year period and shall not apply to any such employee who has refused to be tested or who has tested positive for a controlled substance, marijuana, or dangerous drug. An employee who has been dismissed or suspended without pay and is later reinstated shall be entitled to recover back pay unless the president or his designee determines otherwise. Georgia is an employment-at-will state. 5.4 Grievance/Appeals Procedure In the day-to-day operation of any area or department, problems and misunderstandings sometimes occur. While consideration and cooperation can resolve most of these situations, a few require special attention. East Georgia College encourages alternative methods of dispute resolution . If employees believe that they have a legitimate complaint or dispute, they should feel free to discuss it with their supervisor. If that does not prove satisfactory, then the disputant should approach the next level of supervision. If the disputant does not receive full satisfaction from the higher level of supervision regarding the dispute, then the employee is encouraged to submit the dispute to the Conflict Resolution Committee for mediation. If mediation does not resolve the dispute, the dispute would be filed with the Campus Grievance Committee (Board of Review). Please reference the East Georgia College Mediation Procedures and the Grievance Procedures for Faculty and Classified Employees contained in the appendix to this handbook. A grievance is defined as any formal complaint registered by the employee expressing dissatisfaction with working conditions, disciplinary actions, or alleged discriminations with regard to race, sex, age, religion, national origin, or handicap for any condition of employment. The grievance procedure is applicable to those classified employees who have completed their provisional work period of six months. Classified employees terminated prior to completion of the six months provisional period do not have the right to appeal. 5.5 Employees Affected by Reorganization, Program Modification or Financial Exigency Classified employees who are terminated, demoted, or otherwise adversely affected by reorganization, program modification or financial exigency, as approved or determined by the president of the college or his designee, shall not be governed by the procedures described in the previous two sections ( “Dismissal, Demotion or Suspension” or “Grievance/Appeals Procedure” ) of this handbook. Such employees shall, however, have the right to appeal to the Board of Regents as provided in Article IX of the Bylaws of the Board of Regents. |
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11/19/2010 |
