Usually, at this early stage, the employee should be given advice and guidance rather than a reprimand. It is possible to repeat steps in the process.
There are many institutional, divisional and departmental policies and rules at Vanderbilt. Examples include serious misconduct such as theft or physical violence. Have as many additional discussions with the employee as seems appropriate under the particular circumstances.
It is important that discipline is applied in a fair and consistent manner. During the Pre-Termination Conference, give the employee an opportunity to respond to the reasons for termination, and consider what he or she says.
Employees should be advised of their right to consult with a union or personal representative prior to any discussion that could adversely affect working conditions or employment status.
One of those factors is whether the level of discipline that was taken was appropriate under the circumstances. SCOPE These guidelines apply to all staff employees covered by collective bargaining agreements and to employees in designated confidential positions. 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.
Resources Available to Employees The Employee Assistance Program is available to provide resources and suggestions as an employee is taking steps to ensure that the inappropriate conduct or policy violation does not recur.
Examples of misconduct include, but are not limited to: Workplace expectations, such as those set out in the Credo, may be addressed under either policy, depending on the circumstances of the situation.
Annual Increase — Employees on a final Progressive Discipline Warning are not eligible for an annual increase.
However, the facts and circumstances of each case will determine what action, up to and including discharge from employment, is appropriate. Where the deficient behavior is believed to be illegal or serious misconduct as outlined, the appropriate administrator shall immediately notify the Chief of University Police, a Human Resources or Employee Relations officer, the University counsel and auditor, if appropriate.
The PD Excerpt is also placed in employee common-use areas. The appropriate administrator designated within the Management Personnel Plan is responsible for initiating disciplinary action s. The letter should describe the unacceptable conduct, outline expectations, and state that further disciplinary action will occur if the behavior is repeated within 12 months.
In making this determination, the arbitrator expects to see that any serious discipline was preceded by lesser discipline to place the employee on notice that the conduct is unacceptable and that more severe discipline may result if the conduct is not corrected.
These guidelines do not apply to individuals hired as faculty, employees hired as administrators in the Management Personnel Plan MPP or those in excluded classifications, e.
If you are considering suspension of an employee who is not eligible for overtime premium payments e. Guidelines for Progressive Discipline & Grievance Procedures Department of Human Resources Labor and Employee Relations – Frances E.
Coe Administrative Building, Room Maintaining discipline in organizations where all employees have this high degree of commitment is easy. Progressive Discipline is a step-by-step process designed to modify unacceptable employee behaviors, which also allows for discipline to start at a higher step based on the severity and circumstances of.
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. Employee Relations Reference Materials An employee included in a bargaining unit certified by the Federal Labor Relations Authority (FLRA).
Complainant An individual who files a complaint typically through the Equal Employment Opportunity (EEO) complaint process. Progressive Discipline. Employee Discipline - Information For Supervisors Disciplining employees is a difficult part of supervision and management.
It is important that you address performance issue as they arise and pursue a progressive approach to discipline. 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.Progressive discipline employee labor relations