1. Inappropriate behavior or unsatisfactory performance. Inappropriate behavior is defined as including, but not limited to, misbehavior on the job, refusal to do work as described in job descriptions, wrongful use of or taking property of an associate of the association, conviction of a felony, or violation of any policies or practices of the MSCSA;

2. Termination for misconduct requires no prior notice. Unsatisfactory performance means failure of an employee to meet performance standards; to complete tasks in a timely, competent way; or to maintain an adequate attendance record. Uncooperative behavior or negative attitudes that affect the work or morale of others may result in termination. Individuals who are terminated will be notified in writing;

3. An employee may receive a written reprimand, a copy of which will be placed in the employee’s personnel file, for any of the following reasons:

a. Failure to adhere to any part of these personnel policies and procedures;
b. Conduct in a manner reflecting discredit on the MSCSA;
c. Unauthorized leave of absence;
d. Any failure in job performance not sufficient to warrant suspension or termination; and
e. Any other just cause the Executive Director or the President may deem sufficient.

4. Two (2) written reprimands within a six (6) month period may be considered grounds for suspension or terminations. All reprimands shall be discussed personally with the employee and may be appealed through the established grievance procedure;

5. The MSCSA is committed to a drug free environment. Any employee, officers, GC member, Platform Committee member, or the MSCSA member using illegal substances while at work, or on a break from which that person will be returning to work, will be subject to discipline and possible termination, in addition to possible criminal prosecution;

6. An employee may be suspended without pay for a period not to exceed thirty (30) calendar days for any of the following reasons:

a. Insubordination;
b. Recurring failure to adhere to any part of these personnel policies and procedures;
c. Recurring conduct in a manner reflecting discredit to the MSCSA;
d. Recurring unauthorized leaves of absence;
e. Recurring failure in job performance not sufficient to warrant termination; and
f. Any other cause the Executive Director or President may deem sufficient to warrant such suspension.

7. Other than for misconduct, unsatisfactory performance, or uncooperative behavior, an employee may also be disciplined, including but not limited to termination, in accordance with the following provisions:

a. A written pre-dismissal notice shall be given to a regular status employee against whom a charge is presented. Such notice shall include the known complaints, facts and charges, and a statement that the employee may be dismissed.

b. The employee shall be afforded an opportunity to refute such charges or present mitigating circumstances to the Executive Director within seven (7) days of receipt of pre-dismissal notice.

c. If a satisfactory resolution fails to be achieved, the employee shall be afforded the opportunity to present his/her case to the President. The employee shall be permitted to have an official representative present.

d. At the discretion of the Executive Director, the employee may be suspended with or without pay or be allowed to continue to work, as specified within the pre-dismissal notice.

e. In the case of the Executive Director being the employee receiving the pre-dismissal notice, the President shall assume the responsibilities of the Executive Director in the termination process.

f. Upon termination or separation of an employee’s employment at the MSCSA, he/she may be eligible for a continuation of insurance coverage under Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA).