Office of Origin: Human Resources            
Responsibility: Executive Director, Human Resources
Original Date Adopted: 7/7/25
Dates Reviewed: 7/7/25
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.

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.