Supervisor'S Performance Review Handbook Page 31
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90PROCEDURE 5-25
PAGE 3 OF 3
4. Dismissal (Discharge)
When the above stated actions fail in correcting any employee’s performance or
behavior, or when the offense requires immediate separation from employment, a
discharge action shall be taken. With counsel from HR the supervisor shall normally
recommend the action to the appropriate Vice President. The Vice President or HR shall
inform the President of the situation and recommendation. The recommendation shall be
subject to the approval of the President or designee, who shall issue the discharge.
C. Administration of Disciplinary Action
The President delegates authority to administer disciplinary action as follows:
1. An Oral Reprimand is delegated to the employee’s immediate supervisor or higher
level supervisor;
2.
A Written Reprimand is delegated to the employee’s immediate supervisor with the
approval of the next higher level supervisor.
3. In the case of a proposed Probation, Suspension or Dismissal, the highest level supervisor shall
counsel with HR. HR will then arrange for a review of the proposed action by the President or
designee. If the proposed action is approved, the President, or designee, will implement the
Suspension or Dismissal.
D. Right of Grievance
Other than those employees serving in a probationary status, employees disciplined under this
procedure relative to suspension and dismissal shall have the right to file a grievance. With the
exception of those employees in probation, employees who are disciplined under this procedure
shall have the right to file a grievance. The grievance must be filed within ten (10) work days of the
disciplinary action established. See Procedure 2-10, Grievance Procedure, for details. Instead of
exercising the College’s grievance procedure continuing contract faculty may choose to exercise
their rights to an administrative hearing in accordance with the guidelines of Chapter 120
Administrative Hearing, FL
Statutes.
SPR Handbook: Appendices
rev 7/5/12
31
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