VIII-26. DUE-PROCESS REQUIREMENTS FOR EMPLOYMENT TERMINATIONS

The College's systems for employment decisions shall normally provide opportunities for experienced employees to correct perceived performance deficiencies or to find new employment in an orderly manner, but shall enable the College to act immediately when necessary. Accordingly:

(1) Good cause: The employment of any person may be terminated by the President without further compensation, regardless of appointment status, for good cause as determined by the President. Good cause includes falsification of employment-related documentation or any conduct or condition which adversely affects to a substantial degree the performance of duties or the meeting of responsibilities to the institution or to students or associates.

(2) Full-time faculty: Other than to address a substantial reduction in need for full-time faculty in an instructional area (and then with at least 180 days notice before the end of a fiscal year), or for good cause as defined above, the employment of full-time faculty members shall not be terminated during the term of an appointment made under the provisions of Policy VIII-75.

(3) Non-faculty staffing-table employees: Non-faculty employees serving in positions which are in the current Staffing Table published by the President in accordance with Policy VIII-6 may have their employment terminated without further compensation either for good cause as defined above or under one or more of the following conditions:

[a] at any time during the initial probationary period in a new position; no deficiency notice is required in that case.

[b] after having been placed on probation and having, in the judgment of the College, failed to adequately correct the performance deficiencies identified in the probation notice within 90 days.

[c] as part of a general reduction in workforce in an area. In such a case, at least 90 days notice shall be provided except when the reduction is in response to a serious financial emergency.

[d] at the end of a fiscal year or after 120 days notice, whichever comes later.

(4) Other employees: The employment of other College employees may be terminated at will.

(5) Notice and hearing: A person whose College employment is being considered for termination shall, when feasible, be given advance notice of the reasons and an opportunity to respond to them.

(6) Scope of policy: These due-process provisions apply only to overall employment and to reductions in base compensation; the President may assign any College employee to new duties at any time.

Hunter Ellinger, 837-3113, ext. 525. 4/23/97