Disciplinary actions policy
Bluffton University employees should at all times maintain standards that reflect the values and mission of the university and avoid being a party to any talk or actions which tend to do damage to the university or any of its personnel or programs.
Violations by employees of any of the standards or workplace policies of Bluffton University, or breach of duty reasonably owed an employer, such as absenteeism or tardiness without good cause, refusal to follow instructions, dishonesty or theft, acts of intentional harm to worker morale, harassment or intimidation, endangering safety of self or other workers, damaging university property through willful negligence, and unsatisfactory work performance are cause for discipline and/or termination. Bluffton University also reserves the right of legal prosecution in appropriate situations.
When disciplinary action is used by the university, it may be progressive in nature, but does not alter the at-will nature of employment at Bluffton University. The goal of disciplinary action is to provide the employee the opportunity to correct mistakes and improve service to students and other university customers. Generally, steps may include: first warning, usually an oral warning from the supervisor which is documented in the employee s personnel file; second warning, in writing; third warning, in writing and including suspension without pay; termination. Bluffton reserves the right to determine, in its discretion, appropriate discipline on a case-by-case basis. For example, immediate termination or suspension without pay may occur without prior warning for serious infractions or particularly grave misconduct. Approval by the president is required for suspensions and terminations. Documented disciplinary warnings other than those that have led to suspension or termination are removed from the employee s personnel file three years after the date of the warning.