Main menu

Disciplinary Procedures

The Boston Conservatory expects all employees to perform their responsibilities and conduct themselves in accordance with established policies and procedures, with honesty and the highest standard of personal integrity. Whenever a problem concerning performance or conduct is identified, the supervisor will most often address it.  Whenever appropriate as decided by The Boston Conservatory, one verbal and one written warning are administered prior to termination of employment.  This is done to ensure that the employee has been made aware of the severity of the situation and has been given the opportunity to make improvements. However, this policy is intended for guidance only and does not entitle employees to progressive discipline in a particular case.  The facts of each particular situation will be unique and may, therefore, lead to different responses by The Boston Conservatory.  The disciplinary policy does not alter the at-will nature of each employee’s employment.  The Boston Conservatory or the employee can terminate the employment arrangement at any time and for any reason.

Depending upon the particular issues involved, the action taken may take one of several forms described below:

Verbal counseling

Verbal counseling describes specific examples of the unsatisfactory conduct and offers suggestions for improvement within a given time frame.  This verbal counseling will normally be documented in the employee’s personnel file.

Written warning

A written warning describes the unsatisfactory conduct, the measures needed to correct the problem and the time within which the problem must be corrected.  If the problem is not corrected or if the unsatisfactory conduct recurs, the employee will be subject to further disciplinary action, up to and including immediate discharge.  A copy of this written warning will be placed in the employee’s personnel file.


Whenever appropriate, warnings are issued in order to give the employee an opportunity to improve performance or change conduct.  Termination of employment occurs when prior steps have not solved the problem, or when the problem is of a nature that warrants immediate dismissal.  Appropriate reasons for termination include, but are not limited to:

  1. Excessive or pattern absenteeism or tardiness;
  2. Unsatisfactory job performance or behavior;
  3. Misconduct, dishonesty, or insubordination;  
  4. Violation of work rules; and/or
  5. Violation of The Boston Conservatory policies and procedures.

It is the usual policy of The Boston Conservatory to follow disciplinary procedures before dismissal; however, the decision as to whether to follow such disciplinary procedures before dismissal is at the discretion of the supervisor in consultation with the Director of Student Programs. 


Back to top