BP 7360: Discipline and Dismissal –Employees

The President shall enact regulations for the disciplinary proceedings applicable to employees of Mt. Hood Community College.

An employee shall be subject to disciplinary action, including, but not limited to, written reprimand, reduction in pay, demotion, suspension, or discharge, and any resulting discipline issued will be in accordance with the respective Collective Bargaining Agreement, where applicable, for any of the following grounds:

  • Dishonesty in any aspect of employment, including intentionally falsifying documents, falsifying time records, misrepresenting the reason for leave from work, or providing false or misleading information to secure an appointment or promotion.
  • Incompetence, i.e., inability to comply with the minimum standard of an employee's position for a significant period of time.
  • Inefficiency or inexcusable neglect of duty, i.e., failure to perform duties required of an employee in the position.
  • Disclosure of confidential work-related information, except as protected by law.
  • Willful disobedience and insubordination, a willful failure to follow supervisory instructions or to follow established work rules and procedures.
  • Being impaired by or under the influence of alcohol or illegal drugs or narcotics while on duty, which could impact the ability to do the job.
  • Excessive absenteeism or unexcused absence without leave (excluding protected leave), abuse or misuse of leave (including a pattern of leaves), or a failure to follow established call-in procedures for absences.
  • Failure to follow established workplace safety procedures.
  • Any conviction of either a misdemeanor or a felony that directly impacts an employee's ability to perform their job functions shall constitute grounds for the dismissal of any employee. The conviction record shall be conclusive evidence only of the fact that the conviction occurred. A plea or verdict of guilty, or a conviction showing a plea of nolo contendere made to a charge that directly impacts an employee's ability to perform their job functions, is deemed to be a conviction within the meaning of this section. This provision does not prevent the College from initiating an investigation into the allegations that led to an arrest to take employment action when such allegations would impact the employee's ability to perform their job functions.
  • Harassing, bullying, or pervasive discourteous treatment of the public or other employees while in the course and scope of College employment.
  • Improper or unauthorized use of College property.
  • Refusal to subscribe to any oath or affirmation which is required by law in connection with College employment.
  • Any willful act of conduct either during or outside of duty hours which is of such a nature that it causes discredit to the College, the employee's department, or division that rises to a substantial disruption of the College environment.
  • Acceptance from any source of a reward, gift, or other form of remuneration in addition to regular compensation to an employee for the performance of his/her official duties except as allowed in ORS 244 Government Ethics.
  • Theft of personal or public property, funds, or records.
  • Failure to maintain the required license or certification that is required for an employee to perform the essential functions of their job.
  • The refusal of any officer or employee of the College to testify under oath before any court, grand jury, or administrative officer having jurisdiction over any pending cause of inquiry in which the College is involved. Violation of this provision may constitute of itself sufficient ground for the immediate discharge of such officer or employee.
  • Willful circumvention of any security configuration or willful violation of policies, regulations, procedures and other rules which may be prescribed by the College or departments.
  • Working overtime without authorization.

Adopted: 10/19/22

ORS 244 – Government Ethics