Office of Origin: Human Resources            
Responsibility: Executive Director, Human Resources
Original Date Adopted: 7/7/25
Dates Reviewed: 7/7/25, 8/6/25 (C)
Last Date Board Approved: 7/7/25

Lake Michigan College (the College) is committed to fostering a fair and supportive workplace environment where employee success is a priority. This policy establishes a framework that balances accountability with opportunity for improvement and outlines the approach to addressing performance concerns and conduct issues, beginning with informal discussions between supervisors and employees before advancing to more formal corrective measures. While the College typically follows a graduated process of written warnings, suspension, and termination, the specific disciplinary response will always be proportionate to the nature and impact of the infraction. This policy empowers supervisors, in collaboration with department administrators and Human Resources (HR), to implement appropriate interventions—including Performance Improvement Plans (PIP)—designed to support employee growth while protecting the College's operational integrity.

In cases involving suspension or termination, employees are entitled to procedural due process protections to ensure fairness and consistency in disciplinary decision-making. This process is outlined later in this policy.

The College will normally follow a system of progressive/corrective discipline. The supervisor and employee are encouraged to informally discuss the situation and/or performance problems before formal corrective steps become necessary. 

In normal circumstances, corrective steps, whether for related or unrelated infractions, will include written warning, followed by suspension with or without pay, and then termination. 

Discipline will be commensurate with the seriousness of the infraction; disciplinary steps may be repeated for less serious infractions or bypassed for more serious infractions. 

• The immediate supervisor, in consultation with the department administrator and HR, will determine the seriousness of the action requiring discipline and determine the appropriate level of discipline. 
• In determining the seriousness of an infraction, not only will the conduct of the employee be considered but also the consequences of the conduct to the College and its operations. 
• The supervisor and HR may administer a PIP for the employee to support improved performance. Successful completion of a PIP does not guarantee continued employment.

Due Process
The due process provisions set forth here apply only to situations involving disciplinary suspension or termination of employment for reason of illness, disability or incapacity, or just cause. 

Before employment is suspended or terminated, HR will provide the employee with a written notice of suspension or of intent to recommend termination of services. This notice will contain a statement of the reason(s) for the suspension or recommendation for termination in sufficient detail to enable the employee to be informed of the reasons and a copy of the provisions for the due process. 

Within 5 working days of receipt of a notice of disciplinary suspension or intent to recommend termination of services, the employee may request a meeting with the Executive Director, HR or designee for discussion within 2 weeks. Failure to request a meeting within this time limit will be deemed a waiver of the right to such a meeting, and the disciplinary suspension or termination will be in effect as deemed appropriate by the supervisor and the executive administrator of the division, in consultation with Executive Director, HR. If upon meeting, the Executive Director, HR and the employee are unable to agree on the appropriateness of the disciplinary suspension or termination, the employee may appeal to the President by submitting a written request for a meeting for discussion within 5 working days. The decision of the President will be final. 

The College may terminate or suspend employment of an employee at any time where just cause exists for such termination or suspension. Just cause includes, by way of illustration but not limitation, unsatisfactory performance; gross insubordination; gross violation of College policies, procedures, rules, or regulations; abandonment of duties; commission of crimes; or such other conduct as justifies the termination or suspension of employment. 

The College may terminate employment if an employee is unable to satisfactorily perform or resume their duties because of illness, disability, or incapacity at the expiration of any authorized medical leave of absence. Before employment is so terminated, a written notice of intent to terminate will be delivered to the employee, or to the guardian, spouse, or such other person as may be legally responsible for the employee. Upon receipt of such notice, the employee may request implementation of the provisions for the appeal due process set forth herein. No termination will become effective until completion of due process. 

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