Conduct What is progressive discipline? The Reviewing Officer shall review all pertinent documentation and is empowered to affirm, modify or withdraw the notice. Recommendations for such disciplinary actions are submitted by the dean to a Human Resources or Employee Relations officer.
Effective performance is acknowledged through verbal reinforcement, written performance evaluations outlining specific examples of accomplishments and contributions, and recommendations for salary increases. First, the employee should sign the disciplinary letter in order to acknowledge that he or she has read it; if the employee refuses to sign, that should be noted on the letter; Second, provide one copy of the disciplinary letter to the employee and one copy to University Human Resources for placement into the official university personnel file; Third, if the employee is covered by a collective negotiations agreement, you should refer to the applicable collective negotiations agreement to ascertain the Progressive discipline employee labor relations for notification of the union.
Pre-discipline Progressive discipline employee labor relations special performance evaluations, counseling, verbal and written warnings, and letters of reprimand. There are also some procedural items to keep in mind: It is important to maintain, at a minimum, a log of all discussions of this nature with employees.
The goal of progressive discipline is to modify specific behavior or to improve performance. Be honest, frank, and precise about the sources of your dissatisfaction and about your future expectations for the employee; Keep your criticisms free of non-work related matters and be as unemotional as possible, even though the situation is often stressful to you as a supervisor as well as to the employee.
Formal disciplinary action, which includes suspension or demotion and dismissal, requires consultation with a Human Resources or Employee Relations officer and the concurrence of the cabinet level officer.
Additional Considerations In regards to discipline, the following principals are important: It is usually only in instances such as theft, physical violence or other serious misconduct that immediate termination may be the proper action.
When you become aware of a problem, promptly speak to the employee, taking particular care to specify the deficiencies you wish to see corrected and how corrective action is to be undertaken.
Such a progressive disciplinary approach may not be necessary with performance-based problems i. Discipline should not generally come as a surprise to the employee. For example, you may verbally counsel an employee about tardiness and then issue a written counseling memo if the tardiness continues.
Try to avoid this situation if possible and attempt to regularly communicate issues to employees rather than wait until the performance problems can no longer be tolerated or until annual performance reviews are conducted.
In most cases, the purpose of discipline is to instruct and correct rather than to punish. Unionized employees may grieve discipline or termination in accordance with the applicable collective negotiations agreementbut that fact should not deter you as a supervisor from taking appropriate action when necessary.
Please note that this application of the disciplinary process is distinct from the Performance evaluation process.
If you believe that you are confronted by such a case, please seek assistance from the Office of Labor Relations. Within thirty 30 days of receiving the notice of formal disciplinary action, the employee may appeal to the State Personnel Board.
Employees have the 1 right to union or personal representation; 2 right to be given the facts; i. After the meeting, you may investigate further if you so choose.
If an employee requests a State Personnel Board Hearing, the Human Resources or Employee Relations officer shall notify the appropriate administrator and the appropriate union regarding the hearing, and shall assist the University counsel with necessary case preparation and presentation.
If you decide to terminate, simply finalize the initial draft letter and issue it to the employee. Generally, for minor misconduct such as tardiness, absenteeism or discourtesy without profanityprogressive discipline would normally follow these steps: You should specifically state, in a suspension letter, that the employee will be subject to further suspensions without pay or termination if there continues to be insufficient improvement.
Some forms of misconduct, such as theft, may warrant dismissal on the first offense.
During the Pre-Termination Conference, give the employee an opportunity to respond to the reasons for termination, and consider what he or she says. The process begins with a job description, appropriate training, communication of work rules, and regular performance evaluations.
Such misconduct may include, but not be limited to, dishonesty, including fraud in securing employment, theft, misappropriation of University property or funds, acts endangering the health and safety of others, immoral conduct, and conviction of a felony or misdemeanor involving moral turpitude.
The notice shall contain information regarding employee rights, including the right to consult their union or personal representative. Poor performance should be addressed through a progressive pattern of pre-discipline and formal discipline.
It is your responsibility as a supervisor to explain to the employee those areas in which he or she is expected to improve, to make suggestions about how to improve, and to allow time for the employee to make improvements.
Progressive discipline establishes a process of clear, timely, consistent, and documented communications with an employee designed to ensure an understanding of job expectations, provide an opportunity to correct behavior, improve performance, and assure "due process".
Typically, progressive discipline is implemented for ongoing failure or refusal to perform the normal and reasonable duties of the position, which includes, but is not limited to unsatisfactory performance, excessive absenteeism, tardiness, work rule violations, insubordination, or unprofessional conduct that may include verbal abuse toward another employee.
The documentation must describe the deficient behavior, identify the impact to the department, outline what actions have been taken prior to the recommendation to communicate with the employee about the deficient behavior and efforts made concerning the correction of behavior and include the names of witnesses if appropriate to the deficient behavior.Progressive discipline is a very useful tool if you have an employee that really wants to turn their behavior around.
They'll view progressive discipline as an opportunity to correct their behavior through the coaching and counseling of the process.
Progressive Discipline in the Unionized Work Force The concept of Progressive discipline occurs when an employee’s conduct or performance falls below. Progressive discipline establishes a process of clear, timely, consistent, and documented communications with an employee designed to ensure an understanding of job expectations, provide an opportunity to correct behavior, improve performance, and assure "due process".
The Employee Relations Division plans and conducts labor negotiations, implements labor agreements, and assists managers and supervisors with employee issues, including corrective action.
Search for: Employee & Labor Relations. Progressive Discipline Theresa K. Trafford Southern New Hampshire University Employee and Labor Relations October Abstract Discipline within the workplace is and has been a controversial subject.
Staff Employee Disciplinary Action: When and How to Take It Disciplining employees is a difficult part of supervision and management. It is important that you address performance issues as they arise and pursue a progressive approach to discipline.Download