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Managing Employee Issues

Managing Employee Issues. Taking Action . Employee Relations. Take Prompt Action. Identify both satisfactory and unsatisfactory job performance and behaviors. Recognize high performers and counsel underachievers. Provide feedback as promptly as possible.

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Managing Employee Issues

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  1. Managing Employee Issues Taking Action Employee Relations

  2. Take Prompt Action • Identify both satisfactory and unsatisfactory job performance and behaviors. • Recognize high performers and counsel underachievers. • Provide feedback as promptly as possible. • Take progressive and eventually formal action, as needed.

  3. Create a Paper Trail • Document both informal and formal discussions. • Documents should clearly state the date, issue, behavior, performance, policy violation, action, resolution, and follow-up plan.

  4. Basic Elements of Progressive Discipline Each situations is unique and might call for different actions and steps! • Informal Feedback (can be frequent/verbal) • Letter Of Counsel (written, may require collaboration w/ ER) • Letter Of Reprimand (written, requires collaboration w/ ER) • Suspension (requires collaboration w/ ER) • Termination (requires collaboration w/ ER)

  5. Contact Human Resources • Consult with Employee Relations (ER) with questions since there may be contractual obligations. • Discuss what you really want to achieve through the corrective action and/or discipline. • Bring supporting documentation. • ER may suggest edits or changes to comply with campus practice, contract language, etc.

  6. Union Rights • Contracts provide specific language regarding working conditions, corrective actions, and disciplinary actions. Following processes takes time. • Become familiar with the employee’s union rights, even though the employee isn’t. • Weingarten Rights. Union members have the right to have union representation at meetings where disciplinary action may be discussed.

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