Employee Rights and Responsibilities

• You have the right to work in an environment free from discrimination, harassment, and retaliation based on protected characteristics, such as race, color, religion, sex, national origin, age, and disability.
• Equal opportunity for employment, promotion, and professional development. 

Practical Steps if You Believe You’re Being Mistreated

• Stay safe & remove yourself if needed
• Document facts: dates, times, witnesses, evidence
• Seek feedback: supervisor, next‑level, HR BP, mentor
• Try informal resolution if safe
• Report formally (supervisor, next‑level, HR, EOC)
• Retaliation is prohibited

Private Discussions: Disciplinary actions occur in private meetings focused only on feedback or action. Supervisors should state this purpose at the start and remain available for questions or support.

Right to Disagree: Employees may disagree with disciplinary decisions. Supervisors should schedule a separate meeting to hear and consider employee feedback.

Support Resources: Either party may request assistance from a next-level supervisor, Human Resources, the Employee Relations Officer, the Office of Equal Opportunity Compliance, or the Ombuds to maintain respectful and productive dialogue.

Types of Disciplinary Actions

Termination: May occur after documented failure to meet expectations or in cases of severe misconduct. Requires approval from the next-level supervisor, divisional Vice Chancellor, and Vice Chancellor of Human Resources before proceeding in Workday.

Verbal Counseling: Private discussion to outline concerns and corrective steps; may be summarized in writing for clarity.

Written Warning: Formal documentation of ongoing or serious issues, required improvements, and consequences; recorded in Workday.

Probation: Set period to achieve improvement; limits on transfers, promotions, and nonessential duties; requires regular supervisor check-ins.

Suspension: May occur with or without pay for serious misconduct while fact-finding or further review takes place.

• Compensation and benefits
• Be paid accurately and on time for all work performed.
• Receive information regarding your compensation, including pay rates, deductions, and payment schedules.
• Access information about the college’s benefit programs, such as health insurance, retirement plans, and paid time off.

• Treat all members of the college community—colleagues, students, and visitors—with respect, integrity, and courtesy.
• Adhere to the College’s code of conduct and professional standards.
• Avoid conflicts of interest.
• Maintain confidentiality of sensitive information, including student and personnel records, as protected by law and College policy.

• Comply with all federal, state, and local laws, as well as college policies and procedures.
• Attend and participate in required meetings.
• Understand that the employee handbook is a guiding document and not an employment contract.

• Maintain open, effective and respectful communication with your supervisor and colleagues.
• Collaborate with coworkers to support the College’s mission and goals.
• Direct work-related complaints or grievances to the appropriate supervisor or human resources staff.
• Follow College communications (Employee Town Halls, Campus Conversations, newsletters, etc) to stay abreast of changes to policies and procedures.

Human Resources:

• Mojo Ticketing System
• hrsupport@austincc.edu
• 512-223-7572
• HR Business Partners:
  • Erica Breedlove – 512-738-2690
  • Donald Jackson – 737-733-2522
  • Aly Wang – 737-232-0973

Please remember to exclude any confidential information, such as FMLA or ADA information, in written communications.

Ombuds
For off-record and confidential guidance

Employee Relations Officer (ERO)
May provide guidance and support, in addition to assisting with a consultation referral, pursuing mediation, or filing a grievance.