When conducting business on behalf of the University, the employee is expected to conduct oneself in a professional manner so as to advance the best interests of the University. Standards of performance and conduct for employees are necessary at CSP just as in any other work setting. If these standards are violated, corrective action will be taken by supervisors in order to maintain effective operations and to provide employees with an opportunity to correct their shortcomings.

The corrective procedure is established for the purpose of administering equitable and consistent correction for unsatisfactory performance or conduct in the workplace, or for violation of policy. The University strives to ensure fair treatment of all employees while making certain that corrective actions are prompt, uniform, and impartial.

The goal of any corrective action is to resolve the issue, prevent recurrence, and prepare the employee for satisfactory service in the future. Although employment with CSP is based on mutual consent and both the employee and the University have the right to terminate employment at will, with or without cause or advance notice, corrective action may be used at the University’s discretion.

Any of four steps may be warranted when corrective action is necessary — verbal warning, written warning, suspension with or without pay, or termination of employment. In most instances, these steps will be followed consecutively, however there may be circumstances when one or more steps are bypassed due to the severity of the issue or the frequency or number of occurrences. The University recognizes that there are certain types of employee issues that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual corrective action steps.

A recommendation to terminate employment must be approved by the Director of Human Resources.

Last modified: April 12, 2018