The College has established certain guidelines and standards for its employees. Many of these guidelines have been discussed in this handbook. The complete set of standards is contained in the Board Policies and College Procedures. Each employee of the College is responsible for familiarizing himself/herself with the policies and procedures and for following the regulations they outline.
Employee rights concerning suspension and dismissal are governed by constitutional property right principles based on the employee’s contractual employment relationship with the College District. Dismissal or suspension where no employment contract exists or non-renewal of an employment contract does not require adequate or other cause. Adequate cause may include but is not limited to the following:
- Professional incompetence;
- Continuing or repeated substantial neglect of professional responsibilities;
- Moral turpitude adversely affecting the performance of duties or the meeting of responsibilities to the institution or to associates;
- Unprofessional conduct adversely affecting, to a material and substantial degree, the performance of duties or the meeting of responsibilities to the institution or to students or associates;
- Use of alcoholic beverage while on duty;
- Use of College equipment, supplies or employees for any purpose other than official College business; or
- Failure to obey any other College policy or procedure.
Board Policies 3.36.01 and 3.38.01 outline hearing procedures to determine adequate cause, where required. The actual employment relationship is governed by College policies and the employment contract, if any, and not by this handbook.