Policies and Practices
Skidmore College expects Employees to follow rules of conduct that will protect the interests of the College and safety of its Employees. This policy will outline how the College handles performance or work-related problems that do not meet these standards. Supervisors are directly responsible for administering Employee conduct and disciplinary actions as well as initiating appropriate corrective action. Human Resources provides assistance to Supervisors regarding these matters.
Skidmore's Employee Conduct policy attempts to correct problem situations in an atmosphere in which an Employee is allowed every reasonable opportunity for improving levels of performance in a consistent and sustained way. The procedure generally will be progressive involving counseling, verbal warning, written warning (which may include suspension without pay), and termination. However, it should be understood that these procedures are intended as guidelines. As a result, Skidmore may determine that the nature of the offense, the Employee's performance record, or other circumstances warrant immediate suspension or termination. Serious misconduct may result in immediate discharge.
The counseling and warnings will include a private conversation with your Supervisor outlining the work-related problems and concerns. Employees may submit a written response to any action taken that will be placed in the Employee's file in Human Resources.
The following examples of misconduct are examples only and are not intended to be inclusive:
- Record of poor attendance or tardiness
- Violation of any departmental work rule or procedure
- Unwillingness or inability to work in harmony with others, discourtesy, or conduct creating disharmony, irritation, or friction
- Disclosure of information considered confidential and private by Skidmore College
- Neglect of assigned duties (unsatisfactory performance on the job)
Illustrations of serious types of misconduct, subject to immediate dismissal, include but are not limited to:
- Gross insubordination; refusal to obey orders from an immediate Supervisor
- Deliberate destruction or misuse of Skidmore College resources
- Dishonesty or theft, including falsification of records, including Employee time records
- Illegal use or possession of controlled substances
- Fighting or other disorderly conduct on Skidmore premises; threatening, intimidating, coercing, or disrupting the work of other Employees. Disorderly conduct includes abusive conduct, such as repeated yelling, insults, or profanity.
- Violation of Skidmore's harassment policy
- Absence from work without approval (for three consecutive work days)
- Sleeping on the job
- Conviction of a crime involving dishonesty or violence that impairs suitability for employment
- Being under the influence of drugs or alcohol
This statement of misconduct does not alter or limit Skidmore College's policy of employment at will. Either you or Skidmore College may terminate the employment relationship at any time for any reason, with or without cause or without notice.
If you have questions or require additional information with respect to any Handbook content, please contact Human Resources (extension 5800).
Section 5 - Updated July 2017