From BSC Policy
Jump to navigationJump to search


  1. Disciplinary action may be taken by the Managers or Direct Supervisor for reasons that include, but are not limited to, inattention to duty, inefficiency, insubordination, unapproved absences, violation of law or BSC rules, or action detrimental to the BSC. Disciplinary action may take the following forms: warning, making up lost time, or dismissal).
  2. For disciplinary purposes, the Direct Supervisor shall have the authority to suspend or temporarily alter the job duties or classification of any employee for no longer than two weeks.


  1. Member employees shall have a probationary period of ten weeks. During such period, the employee may be discharged without recourse to the grievance procedure. The Direct Supervisor or Manager shall have the authority to dismiss the employee and must submit a written report that outlines reasons for dismissal. The report shall be placed in the member employee’s personnel record.


  1. As a matter of policy the Board of Directors recognizes that there are two general components which must be considered in evaluating personnel: efficiency and competency in the performance of the job.
  2. A central level member employee may be dismissed by the BSC if their efficiency and competency in the performance of their duties is unsatisfactory. After making every reasonable effort to reconcile the difficulty with the employee, the Direct Supervisor may issue a written warning to an employee. The warning shall detail those aspects of job performance that are deemed unsatisfactory. The Executive Director shall receive a copy of the warning letter.
    a. After discussing the warning with the Direct Supervisor, the employee may appeal the warning to the Executive Director. The appeal may be based on either or both of the following grounds:
    i. The facts as stated in the warning are false.
    ii. The charges as stated in the warning are not sufficiently important to warrant dismissal.
    If the Executive Director upholds the warning letter, the employee may appeal to the Personnel Appeals Committee by contacting the President within 10 working days.
    b. If the warning is upheld and if, in the judgment of the Direct Supervisor originally issuing the warning, job performance problems as cited in the original warning have not been corrected, the employee shall be dismissed.


  1. In cases of misconduct or failure to maintain appropriate work performance standards, the Direct Supervisor shall, after making every reasonable effort to reconcile the difficulty with the employee, recommend to the Executive Director that the employee be dismissed.
  2. The employee shall be informed of the recommendation and the reasons for the recommendation.
  3. The employee may appeal the Executive Director’s decision to the Personnel Appeals Committee.

[Updated 04/25/13, 04/12/12, 1/27/22]