Human Resources

Supervisor Policies and Procedures Manual

VII. Corrective action

A. Purpose for corrective action

Corrective action is taken for the purpose of assisting the employee in understanding what performance standards are not being met and what the employee needs to do to meet them.  The goal is to ensure that the college has taken reasonable steps to correct the problem, so that the employee can be successful in his/her job.

Because Reed College is an at-will employer, a supervisor has the right to recommend that an employment relationship be discontinued, with or without cause or prior notice, just as an employee has the right to discontinue the relationship under the same terms.  However, Reed College also has a practice of making reasoned decisions that are not arbitrary, capricious, unreasonable, discriminatory and/or an abuse of managerial discretion.

When performance problems arise, supervisors have flexibility in selecting the option or options most appropriate to that particular situation, and are not required to go through any specific number or particular order of steps.  However, supervisors should be careful to apply policies and corrective action procedures consistently among all employees, treating similar situations the same from one employee to the next. 

In addition, the college has an obligation to treat all employees fairly and consistently across the campus.  Therefore, supervisors must discuss performance problems with Human Resources prior to taking any formal corrective action, that is, a written warning or more serious action, so that the corrective action can be evaluated in the larger context.

last revised: 7/1/2007

last reviewed: 2/20/2012

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