Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Procedures
Aspire
Cindy Edwards
Why?
Correct/improve
performance and/or
work behavior
Provide specifics to
employee
Maintain consistency
in the work unit
Document
Just Cause
Insubordination
Unacceptable Personal Conduct
Unsatisfactory Job Performance
Gross Inefficiency
Unresolved Incident
Act of unacceptable personal conduct,
unsatisfactory job performance or grossly
inefficient job performance for which no
disciplinary action has previously been taken by
the agency
Insubordination
Willful failure or
refusal to carry out a
reasonable order from
an authorized
supervisor.
Examples of Insubordination
Receptionist is asked to assist a visitor and
refuses because she does not like to be
interrupted.
Mechanic is asked to take a state car for a test
drive to see what is wrong with it and refuses
because he doesnt think it is necessary.
Conduct unbecoming a
State employee that is
detrimental to State
service (including criminal
convictions)
Abuse of person over
whom the employee has
charge
Absence from work after
leave and benefits is
exhausted
Examples of Unacceptable
Personal Conduct
Swearing at a supervisor or subordinate
Falsification of employment or other
documentation (expense reports, work orders,
etc.)
Conviction of drug possession with intent to
distribute
Missing work without leave to cover the time
period
Types of Discipline
Oral Counseling Session (not considered as a
formal disciplinary action)
Written Warning
Suspension without pay
Demotion
Dismissal
Written Warning
State it is a warning
Specific conduct or performance
Specific performance or conduct improvements
Indicate timeframe (if not included defaults to 60
days for unacceptable job performance and
immediately for grossly inefficient job
performance or personal conduct)
Demotion
Dismissal
Pre-Disciplinary Conference
Advance notice
Occurs between
Employee Relations
Manager and
Employee
No side may be
represented by
attorney
Security may be
present
Predisciplinary Conference
Employee is given oral or
written notice of
recommendation and a
summary of the
supporting facts
Employee is given an
opportunity to respond to
recommendation and
offer facts supporting
another course of action
Demotion
May be with or without decrease in pay/salary
grade
Reflected in employees disciplinary file
May affect salary decisions in promotions or
reallocations if done within 12 months of
demotion
Dismissal
Two week notice is given if dismissal is for
unsatisfactory performance issues
Two week in lieu of notice may be paid
No notice is required if for personnel conduct or
grossly inefficient performance issues
Last day worked is considered separation date
Considerations in Applying
Discipline
Performance record
of employee
How have others
been treated
Practices in work unit
Recurring problem or
one time shot
Correcting Employee
Performance
Individually/Private
Ask for explanation
Focus on performance,
not employee
Opportunity to learn the
correct way
Review past work record
prior to talking with
employee
Check
policies/procedures
relating to issue
Look at long term, not
short term
Consistency
Dont apologize
Dont get emotional
Questions/Comments
Grieveable Issues
Demotion
Suspension
Dismissal
Reduction In Force
Illegal Discrimination
Denial of Promotional
Priority
Denial of Priority
Reemployment
Denial of Veterans
Preference
Denial of the removal
of false and
misleading
information from the
personnel file
Performance Pay
Grievance Procedures
Supervisor
Employee Relations Manager
Administrative Official
Hearing Panel
Vice Chancellor
Office of State Personnel/Administrative Law
Judge
Office of State Personnel/Personnel Commission
Grievance Process
Step 1 - Informal Discussion(s): Presented to
immediate supervisor within 15 calendar days
Referred to proper supervisory level within 2
working days
Verbal response given within 5 working days
Grievance Process
Mutual agreement by both parties that continued
efforts to resolve the grievance through informal
discussion(s) are worthwhile will automatically
suspend the time limited required for notification
of the Employee Relations Manager until an
impasse is acknowledged by either party or 10
additional working days have passed
Grievance Procedures
If employee cannot discuss the matter with
immediate supervisor, Employee Relations
Manager in HR department may be contacted
first
Grievance Procedures
Step 2 - Formal Grievance
Must be in writing, signed by employee
Must identify the policy or rule alleged to have
been violated
Must contain a concise statement of the facts
surrounding grievance
Must contain any remedy sought
Grievance Procedures
Upon receipt of a written grievance, the
Employee Relations Manager shall provide
grievant a copy of the current policy governing
the Grievance and Appeal procedures for SPA
employees
Grievance referred to appropriate administrative
official (Director, Department Chair, Dean, etc.)
Grievance Procedures
Meeting is scheduled with grievant within five
working days to be held within 15 working days
Written decision from administrative official
within 5 working days following meeting
Grievance Procedures
Step 3 - Review by Staff Grievance Committee
Requests for review must be submitted within 5
working days from administrative officials written
decision (or expiration of time permitted for such
a decision)
Grievance Procedures
After going through Step 1, career employees
who have been dismissed may proceed directly
to Step 3, review by Hearing Panel
Requests for review must be made within five
working days after immediate
supervisor/administrative officials response in
Step 1
Grievance Procedures
Career employees with permanent position
appointments may file a grievance requesting
that a performance evaluation/pay dispute be
reviewed by a Hearing Panel of the Staff
Grievance Committee
Submitted within 15 working days
Grievance Panel
Chancellor appoints
12 members, 4 of
which are designated
Hearing Chairs
Grievance Panel
Employee Relations Manager selects Chair and
two committee members to form panel
Panel selected within 2 working days
Includes at least two non-supervisory members
Grievant and person against whom grievance is
directed may each disqualify up to two of the
members selected
Grievance Procedures
Hearing held 8 to 13 working days following
notification to Hearing Panel
Meetings of Hearing panel are closed to public
Tape recorded transcript is kept
If decision is appealed grievant may request a
copy of tape
Hearing under control of Hearing Panel Chair
Grievance Procedures
Decisions regarding performance evaluation/pay
disputes are final and cannot be appealed to the
State Personnel Commission
Written warnings cannot be appealed to the
State Personnel Commission
Discrimination
Employment, promotion, or transfer was
denied or a demotion, layoff or termination
was because of age, race, sex, color,
national origin, religion, creed, political
affiliation or disability
Right to file a grievance directly with the
State Personnel Commission
Discrimination
University Must be filed within 15
calendar days
State Personnel Commission Must be
filed within 30 calendar days
The End