Effective Date: August 13, 2019
Last Reviewed: August 13, 2019


This Policy sets forth guidelines for the steps associated with the College’s progressive corrective action process. This Policy applies to all employees of Stonehill College including faculty, except that faculty issues regarding scholarship and academic professionalism shall be governed by Policy A09.9 Procedures for Disciplinary Review of Faculty Members as is further described within that policy. Documentation regarding corrective meetings and actions will be retained in an employee’s personnel file.

The College seeks to establish and maintain standards of employee conduct which promote and support effective operations in the interest of the College and its employees. Such standards include the fair and consistent administration of a progressive corrective action process.

The goals of a progressive corrective action program are:

1. To inform the employee of unsatisfactory job performance or instances of improper behavior;

2. To clarify what constitutes satisfactory performance or behavior;

3. To inform the employee what steps can be taken to improve job performance or correct improper behavior; and

4. To review and explain the steps of the progressive corrective policy and ensure the employee understands the ultimate consequences if job performance does not reach a satisfactory level or behavior is not improved.

Four graduated steps are used unless, in the College’s sole discretion, the College believes that the severity of an infraction warrants skipping one or more steps of the process. The progression is as follows:

1. Verbal Warning; with notation to the employee’s personnel file.

2. Written Warning; with copy of the written warning placed in the employee’s personnel file.

3. Suspension; with copy of the suspension letter placed in the employee’s personnel file.

4. Termination; with copy of the termination letter placed in the employee’s personnel file.

No supervisor shall issue a verbal warning, written warning, suspension, or termination without first consulting with the Director of Human Resources.