NPC POLICY 4.520
BACKGROUND/HISTORY
The purpose of this policy is to state NPC's position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels.
This policy outlines NPC’s commitment to consistent disciplinary practices that aim to correct workplace behavior, foster accountability, and improve performance. The progressive discipline process provides a structured framework for addressing violations of workplace expectations and/or the College’s guidelines, policies and procedures.
SCOPE
NPC's own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial.
Progressive discipline is generally used for performance-related or behavioral issues. However, in cases involving serious misconduct—such as workplace violence, gross insubordination, theft, safety violations, or illegal activity—NPC may bypass progressive steps and move directly to more serious disciplinary action, including immediate termination. Such decisions will be made at the College’s discretion.
This policy applies to all NPC employees. Disciplinary actions must be administered fairly and without discrimination, in compliance with applicable federal and state laws. Proper documentation is essential at each level of progressive discipline outlined below.
AUTHORITY
The President and College Cabinet as directed authorized by the Board of Trustees.
Definitions
Misconduct: A violation of standards of conduct, behavior expectations, attendance requirements, or job performance standards consistent with the requirements of the position; violation of federal or state laws; or any other policies applicable to employees of NPC.
Performance Improvement Plan (PIP): A formal plan that outlines specific goals, timelines, and support to address performance or behavioral concerns.
Progressive Discipline: A step-by-step process designed to address and improve unacceptable employee conduct or performance.
POLICY STATEMENT
The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.
Although employment with NPC is based on mutual consent and both the employee and NPC have the right to terminate employment at will, with or without cause or advance notice, NPC may use progressive discipline at its discretion.
While the ideal disciplinary approach is proactive leadership and effective supervision, some situations may require formal intervention. The goal of progressive discipline is to correct the inappropriate behavior, foster accountability, and improve an employee’s performance while documenting the corrective efforts of the employer.
Disciplinary action may call for any of four steps -- verbal warning, written warning, suspension with or without pay, or termination of employment -- depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed.
Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment. If more than 12 months have passed since the last disciplinary action, the process will normally start over.
NPC recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps.
By using progressive discipline, the hope is that most employee problems can be corrected at an early stage, benefiting both the employee and NPC.
Many situations may be resolved through verbal counseling and discussion with the employee; however, some incidents may be severe enough to merit a written warning, final written warning, or termination. A disciplinary action may begin at any level dependent upon the severity of the incident.
In most situations, supervisors shall follow the four-step progressive discipline method outlined below:
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Verbal Warning: In general, this is the first step in progressive discipline typically used to document first-time occurrences of minor offenses or misconduct. The supervisor should document the discussion, but it will not be placed in the employee’s personnel file unless further issues arise.
The supervisor should clearly explain and discuss with the employee the nature of the problem and/or the violation of policies and procedures. The supervisor is expected to clearly describe expectations and steps the employee must take to improve his/her performance and/or resolve the problem. A follow-up email summarizing the discussion and reiterating expectations should be sent to the employee.
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Written Warning: A supervisor may issue a written warning upon a subsequent occurrence of the same, similar, or related infraction that resulted in a verbal warning. A disciplinary action may also begin at this level dependent upon the severity of the incident. The document should outline the problem, expectations, and potential next steps if no improvement is shown.
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Final Written Warning: A supervisor may issue a final written warning upon a subsequent occurrence of the same, similar, or related infraction that resulted in earlier disciplinary actions. A disciplinary action may also begin at this level dependent upon the severity of the incident. A final written warning may include a suspension with or without pay or placement of the employee on a Performance Improvement Plan.
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Termination: A supervisor may initiate termination of an employee if the employee fails to correct his/her behavior, displays continued misconduct, or has continued substandard performance after previous corrective action has been issued. A disciplinary action may also begin at this level dependent upon the severity of the incident. The supervisor shall contact Human Resources to discuss the process for termination.
If more than 12 months have passed since the last disciplinary action, the process will normally start over.
Employment may be terminated based on progressive discipline within a 12-month period or based on the severity of a single incident.
Not all situations require formal progressive discipline. Some cases may be addressed through informal coaching or counseling. Conversely, certain violations may result in immediate termination or suspension, depending on the severity.
If an employee is terminated through the progressive discipline process or immediate termination, he or she shall not receive a payout of any unused leave time and shall be considered ineligible for rehire.
For guidance on applying this policy or determining the appropriate disciplinary step, supervisors should contact the Human Resources Department.