Certain standards of performance and conduct must be maintained in any work group. These standards include the ability to successfully perform the duties of an employee's position, appropriate attitude and professional behavior. In addition, Sarah Lawrence has policies that must be followed both from an institutional and a legal perspective. Generally, these standards are recognized and observed by employees without any need for action by the supervisor or the College. When an employee does not observe these standards, counseling or an informal reminder by a supervisor normally results in improvement.
When an employee does not respond to supervisory counseling, more formal action may be necessary including the development of a performance improvement plan that clearly outlines expectations for performance, behavior and conduct on the part of the employee. Performance improvement plans are issued with the intent of providing specific and measurable standards and communicating the need for an employee's performance to improve immediately and indefinitely. Performance will continue to be assessed on an ongoing basis, as a part of the performance management process.
In addition to the performance improvement process described above, the College retains the right to take immediate disciplinary action without prior warning if such action is warranted. In some cases, an employee may be placed on immediate administrative leave pending the outcome of an investigation into misconduct or as a result of a reported or observed threat to the community.
If termination for cause is required the employee will be notified by their supervisor and a representative from the office of Human Resources.
Nothing in this section should be construed to alter the College's right to terminate an employee at will at any time.