Remediation Plans

Administrative Procedure 5.102

Introduction

This Administrative Procedure is applicable to persons with a one-year Notice of Assignment who are employed in full or part-time positions that have not been classified as Temporary, Contingent, or Seasonal, and are not part of a collective bargaining unit.

If an employee engages in conduct warranting immediate termination or suspension (with or without pay), please refer to Administrative Procedure 5.406 Employee Discipline.

Remediation Plans

If an employee fails to satisfactorily perform his or her assigned duties, the employee shall be placed on a remediation plan pursuant to this Administrative Procedure.

A Supervisor who has concerns about an employee’s conduct or job performance that do not warrant immediate termination or suspension (with or without pay) will provide the employee with the opportunity to remediate specified deficiencies.

The Supervisor will identify the concerns he or she has about an employee’s performance and complete a written remediation plan that addresses those concerns. The remediation plan will be reviewed by the Managing Director of Employee and Labor Relations and shared with the responsible Cabinet member before it is given to the employee. The employee will be expected to satisfactorily complete the remediation plan for a period not to exceed (90) calendar days of its receipt. The remediation plan may be extended, at the Supervisor’s discretion, in consultation with the Managing Director of Employee and Labor Relations, an additional thirty (30) or sixty (60) calendar days if the employee has demonstrated a commitment to improving but is unable to objectively do so within the established timeline.

However, ECC reserves the right to take more severe action, including but not limited to immediate suspension (with or without pay) or immediate termination of employment, if ECC determines, in its sole discretion, that such action is appropriate. ECC also retains any and all rights under any applicable written employment agreement between ECC and the employee. If the employee does not satisfactorily complete the remediation plan in the allotted time or, if applicable, within the pre-approved extended timeline, as determined in the Supervisor’s discretion, in consultation with the Deputy Chief Human Resource Officer, the responsible Cabinet member will submit a recommendation for termination of employment to the President. If the President accepts the Cabinet member’s recommendation, it will be submitted to the Board of Trustees for approval at its next regularly scheduled meeting.

The President or designee will notify the responsible Cabinet member of the Board of Trustees’ decision. In turn, the Cabinet member will inform the affected employee and his or her Supervisor.

This policy was last reviewed on 05/17/2024.