“Corrective Action”

#701 Supersedes: 12/1/97
1/1/2001
Effective: 8/1/2005

General Provisions

Student employees of ASUCLA may be released at any time at the discretion of the Association. On occasion, corrective action is administered when student employees are not meeting minimum standards of job performance or conduct. Corrective actions include but are not limited to: verbal counselings, written performance warnings; suspensions; demotions; corrective pay decreases; and dismissal. The nature of the performance problem determines what corrective action is administered.

Records of corrective actions dating back more than 2 years shall not provide the bases for more serious corrective actions. With respect to matters of discrimination, sexual harassment and other work place misconduct, however, no such limitation shall apply.

Investigation Preceding Corrective Action

Prior to making a determination concerning corrective action, it may be necessary for ASUCLA to conduct a review or investigation into an employee’s actions. In such cases, the employee would be placed on Investigative Leave.

Reasons for Investigative Leave include but are not limited to:

  • Dishonesty, theft, or misappropriation of ASUCLA property/resources.
  • Insubordination; inappropriate conduct.
  • Acts endangering others, including use of verbal/physical violence or force.
  • Other conduct that warrants removing the employee from the work site.

A written confirmation of Investigative Leave is provided within 3 regular business days of the incident leading to the Leave, stating the reason(s) and expected duration of the Leave. In addition, a statement will be included that the employee may respond in writing within 8 calendar days from the commencement of the Leave. At conclusion of the investigation, the employee is informed in writing of the actual duration and pay status of the Leave, and of disciplinary outcomes, if any.

No conclusion or inference is to be drawn from the fact that an employee has been placed on Investigative Leave, nor does being placed on Investigative Leave indicate the outcome of any investigation.

An employee who has been placed on Investigative Leave shall fully cooperate with ASUCLA’s efforts to bring the investigation to closure by:

  • Remaining available during normal working hours to meet with, and/or provide information to, ASUCLA’s investigators and representatives.
  • Keeping ASUCLA informed of how to be contacted while on Investigative Leave.
  • Adhering to ASUCLA’s policies on investigations (see “Investigations” and “Involuntary Separation”).

Where it is determined in the course of an investigation that corrective action and/or dismissal is warranted, Investigative Leaves are without pay.

Stipends

This policy applies also to individuals in stipend assignments at ASUCLA.