I. Suspension Policy

An employee whose continuing presence is not considered to be in the best interest of the College may be suspended with or without pay for a period not to exceed 90 days. Such action shall be taken by the unit vice president based upon the recommendation of the employee's supervising administrators. In the event of a suspension pending the final decision of a dismissal issue, if it is finally decided that the employee is not to be dismissed, the employee shall be entitled to receive any pay which has been withheld and shall be reinstated without loss of status or benefits.

II. Dismissal During Term of Contract

An exempt employee may be dismissed during the term of a contract by the President upon the recommendation of the unit vice president and will receive by certified mail a written notification specifying the effective date of the action.  The affected exempt employee will have access to institutional due process.  An employee may be dismissed for one or more of the following reasons:

A. Incompetence - which shall include, but not be limited to, a declaration of judicial incompetence, or the lack of ability to perform normal and requisite job duties and responsibilities due to continuous physical and/or mental disability for a period of more than one year.

B. Serious misconduct - as stipulated in the CPCC Policies and Procedures Manual, Section 4.08 III. C. 2. for non-administrators or Section 4.07 III. B. 2. for administrators.

C. Dereliction of duty - as stipulated in the CPCC Policies and Procedures Manual, Section 4.08 III. C. 3. for non-administrators or Section 4.07 III. B. 3. for administrators.

D. Discontinuation of a position assigned - as stipulated in the CPCC Policies and Procedures Manual, Section 4.08 III. C. 4. for non-administrators or Section 4.07 III. B. 4. for administrators.

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