In general, employees must be informed in writing of the reason and the expected duration of the leave. The letter should include the following: This is normally the next stage in progressive discipline after written warning(s). You may decide to use this disciplinary action more than once to get the employee's attention and correct the situation. This includes inconsistent or poor performance, misconduct, breach(s) of Unitec’s Code of Conduct or any other Unitec policy. The supervisor must meet with the staff member to discuss the unsatisfactory performance or misconduct, and outline the appropriate corrective action. The purpose of this procedure is to outline the process for implementation of the Disciplinary and Performance Management Policy in respect of standards of performance, behaviour and compliance. Progressive discipline requires that when you first address an employee’s performance deficiencies, you start with a modest correction, like verbal counseling, or an informal email or memorandum documenting your conversation with the employee and the employee's agreement to … ), Human Resources Department Outline previous steps taken to advise the employee about the issue (coaching sessions, performance appraisals, previous disciplinary actions) and attach copies of referenced documents, e.g., letter of concern. Sample Written Reprimand – Use this document when less formal attempts to correct inappropriate behavior/performance have been unsuccessful or when the infraction is so significant or serious that an immediate formal action is warranted. Employees must be given due process as outlined in their contract or governing document. The Disciplinary and Performance Management Policy and Procedure applies to all employees of the Glasgow School of Art (GSA). The primary purpose of progressive discipline is to assist the employee to understand that a performance problem or … Alternatively, you may be faced with a situation where an incident has occurred where you think the employee concerned has acted improperly. Performance Management: This procedure is used to manage situations where an employee’s performance is below the required standard. As an employer, you will be faced from time to time with the problem of an employee who is not performing to a standard required by you. Your employer can dismiss you on these grounds if they believe that you cannot do your job … You are. Managers and supervisors are required to consult with Employee & Labor Relations before terminating an employee. Tips for Giving Corrective Feedback – Supervisors should follow these guidelines in an effort to provide employees with effective feedback. Termination is the only option available if all other attempts to correct the employee’s performance, attendance or behavior have failed. In most cases, a letter of warning is the first appropriate step in progressive discipline. Disciplinary Action Form – This form should be completed when issuing a written reprimand or suspension. The policy of VA is to maintain standards of conduct and efficiency that will promote the best interests of the service. Performance management describes the arrangements that employers use to maintain, and improve the performance of their workforce so that the organisation achieves its goals. Supervisors are encouraged to take a progressive approach to discipline.  The principle objective of performance management and disciplinary procedures is to encourage improvement in the work performance and conduct of staff. (In very rare and extreme cases, such as job abandonment, suspected criminal activity, or an act that endangers others, the offense may be so grave that progressive discipline is not necessary and termination can be imposed without prior discipline). Disciplinary Action If the non-disciplinary action does not achieve the desired results, there is a formal process which you must go through to discipline an employee. Performance management may include coaching, letters of expectations, performance improvement plans, or other appropriate forms of guidance. The best businesses are always improving their operations to stay competitive in their industry. Provide appeal rights pursuant to the appropriate collective bargaining agreement or PPSM, Before issuing the letter, contact Employee & Labor Relations for review of your draft letter. Be careful, however, not to get stuck issuing repetitive letters of warning that fail to influence the employee to change his/her behavior, attendance or performance. Why manage performance. If performance hasn't improved; Templates to help manage performance. The purpose of disciplinary action is to turn performance, attendance and conduct problems around by continuing to identify problems, causes, and solutions. This can mean that no one’s needs get met. It is important that the company does not use the disciplinary procedure as this may result in the dismissal being considered unfair by an employment tribunal. … In certain serious circumstances, you may place an employee on an investigatory leave to allow the University time to review or investigate the allegations without the employee in the workplace. ... No disciplinary action will be taken until the matter has been fully investigated and the employee has had the opportunity to respond to the allegations. All Rights Reserved. For example, the employee might have become involved i… Terms of Use • Accessibility • Site Feedback. This policy and associated procedures outline annual performance reviews, a performance improvement plan process, and corrective discipline. The steps include oral warning, written warning, probation and termination. Prior to issuing any disciplinary action, you are still required to first review your concerns with the employee and allow him/her an opportunity to respond before taking action. What steps do you need to undertake before any termination of employment is likely to be regarded as fair? Discipline is an approach used by management to modify undesirable performance and behavior through the use of a corrective action process. Following set performance processes ensures consistent treatment and transparency, so helps avoid claims of discrimination. If the disciplinary hearing concerns poor performance, as opposed to misconduct, you can use an Invitation letter to a poor performance hearing instead. Note the employee's explanation (as revealed during your meeting with the employee before issuing the discipline) or that the employee declined to offer one. The staff member should be informed that this is the first step in the disciplinary process and that failure to correct the performance or misconduct may result in further disciplinary action. Disciplinary Process Discipline is an approach used by management to modify undesirable performance and behavior through the use of a corrective action process. It is inevitable that performance issues will arise from time to time. I have an employee with a negative, “can’t do” attitude. The purpose of disciplinary action is to turn performance, attendance and conduct problems around by continuing to identify problems, causes, and solutions. Santa Barbara, CA 93106-3160 Describe the impact of the problem (safety issues, need to reassign work). Disciplining employees is a difficult part of supervision and management. The Regents of the University of California. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results All disciplinary action must be based on just cause. Well, the first thing is not to panic and the second thing is not to resign. Placing an employee on investigatory leave does not mean that you have already reached a decision on the matter, the purpose of the leave must be to allow the University time to investigate the allegations or secure the worksite during the investigation. Some employers might have a separate procedure for dealing with capability or performance issuesthat should be based on: 1. support 2. training 3. encouragement to improve Whether the employer deals with the issue under a capability or disciplinary procedure, they must do so fairly. You may well have nothing to worry about. For example, an employer may have breached the Code if an older worker is not given opportunities to improve through performance management because of a perception that the performance is linked to age, or if a worker is subjected to a higher level of scrutiny because of another Codeground, such as se… a. 07/28/2020; 9 minutes to read; A; In this article. Services Building (SAASB)  Disciplinary procedures will only be considered when other methods of encouraging and supporting appropriate work performance and conduct are failing to effect change. Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. Reiterate your expectations regarding behavior and/or performance. Disciplinary action for unsatisfactory performance or misconduct is normally imposed on a progressive basis and in consultation with a representation of the Division of Human Resources/Staff and Labor Relations or your school/center human resources professional. Consultation with Employee & Labor Relations is required prior to initiation of formal discipline (e.g., letter of warning, suspension, termination), and before or immediately after placing an employee on investigatory leave. This policy and associated procedures work in tandem with the OA separations policy and procedure to further the goal of providing OAs a reasonable expectation of continuing employment. What should you do? Suspension typically involves removal of the employee, without pay, from work. Bad management of poor performance can be grounds for an employee grievance or even for a claim based on constructive dismissal. At the onset of any employee performance or conduct issues, supervisors are strongly encouraged to contact Employee Relations staff for assistance. When deciding what disciplinary action to take, keep in mind that discipline is supposed to be constructive. b. Disciplinary Action An action taken to address serious incidents of inappropriate conduct and/or performance defici… Disciplinary: This procedure is used to manage poor or inappropriate behaviours or instances of misconduct such as violence, dishonesty, timekeeping, failure to adhere to the Firm’s policies, etc” Putting procedures and management systems in place can help employers handle employee disciplinary, absence and capability issues that may arise, including: Performance management. The performance management policy lays down the procedure to be followed when an employee consistently fails to meet the standards required by the company. Depending on the applicable University policy or collective bargaining agreement, you must provide the employee written notification before or immediately following being placed on the leave. Performance management. I need to tackle this but I am confused as … While your overall goal is still improvement, the consequences for the employee’s failure to improve are much more serious. 532 Administration Building, 1000 Hilltop Circle Baltimore, Maryland 21250, Phone: 410-455-2337Hours 8 a.m. - 4:30 p.m., M - F, © University of Maryland, Baltimore County, Employee Relations and Collective Bargaining. Unfortunately, managing poor performance and misconduct is a common occurrence for many business owners. Timely, appropriate, and continous feedback is essential to maintain effective performance. Demotion Process An action resulting in a demotion of an employee, whether based on performance or based on organizational restructure, requires contact with Employee & Labor Relations for review and compliance. To be able to do this, employees and managers need to be performing to a high standard. Sample Counseling Memo – This document should be used by supervisors to follow up discussions concerning inappropriate behavior/performance. Failure to perform to standard on other grounds may well be subject to a disciplinary procedure. If the employer believes that it is not working, then the matter is escalated to a disciplinary procedure. Managers and supervisors are required to consult with Employee & Labor Relations before issuing any disciplinary actions, including suspension without pay. You have been told you have to attend a meeting with the employer for disciplinary reasons. A loose term used in many work environments is that of ‘accountability’. If there is no improvement or if repeat occurrences follow corrective action measures, you may have to take progressively more serious actions. Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. 3101 Student Affairs and Administrative Therefore, it is imperative that ELR is contacted prior to any disciplinary action being taken. As the following diagram shows, there are three pages that help you manage the process: Employers should make sure that performance management, and other forms of discipline, are carried out in a way that is non-discriminatory and is not based on stereotypes or discriminatory criteria. Performance Management Actions designed to address performance deficiencies and/or inappropriate job-related conduct of an employee through guidance on the improvements necessary to achieve or return to acceptable performance. If you can accomplish this in a positive and constructive way, you will send a message that you are not out to punish, but to help the employee become a fully productive member of your work unit. Generally, termination actions require written notice of intent to terminate and an opportunity for the employee to respond prior to the final decision. Hours:  8:00 - 12:00 and 1:00 - 4:00, Copyright © 2012 The Regents of the University of California Inappropriate behavior/performance must be evaluated on a case-by-case basis and judged by the severity of the infraction. Potential allegations of misconduct warranting an investigatory leave include but are not limited dishonesty, theft or misappropriation of University property, fighting on the job, insubordination, acts endangering others, or other conduct which warrants removing the employee from the work site. Business leaders, HR departments, managers and employees each have different expectations of performance management programs. Preparing for Disciplinary Action – Prior to imposing any type of disciplinary action, a supervisor should consider these factors. (Note: Portions of this material are adapted, with permission, from UC Berkeley’s Guide to Managing Human Resources: A resource for managers and supervisors at Berkeley. Collective Bargaining Agreements – Refer to for assistance on disciplinary action guidelines for non-exempt employees and sworn police officers. BOR Policy VII-1.22  – Policy on Separation for regular Exempt employees. Progressive Discipline. Common kneejerk reactions by employees to performance management or disciplinary processes can be fight or flight: either meeting the allegations with a counter-claim of bullying, or outright denial that there is any potential problem to address. High performance in business means: increased productivity Progressive Discipline Performance Management vs. Progressive Discipline Employee issues that require corrective action on the part of the manager can be generally categorized as either performance or behavior problems. Conclude the letter with the advisement that failure to improve could lead to further disciplinary action, up to and including dismissal. Employees should receive training, coaching, and constructive feedback to assist in modifying their performance. Performance Management Service (051), Office of the Deputy Assistant Secretary for Human Resources ... disciplinary or other corrective action will be taken. If the employee’s response was unacceptable, explain why. Importantly, before deciding on the most appropriate course of action to take when performance or conduct becomes an issue, it is critical to use a thorough disciplinary process so that you reduce any legal risk to the business and ensure fairness … 7 Step Disciplinary Process Read … (c) Each employee’s work performance and disciplinary history is unique, and disciplinary action should be calibrated to the specific facts and circumstances of each … Performance management is used to steer behaviour or competence to an acceptable level. How can you address this issue with the employee? Steps may be omitted or repeated depending on the freque… At the onset of any employee performance or conduct issues, supervisors are strongly encouraged to contact Employee Relations staff for assistance. Attach any relevant documents that support your conclusions. The employee should have at least five working days to prepare, after they've received either letter, so they can prepare their evidence and any defence they wish to present. Depending upon the applicable collective bargaining agreement or PPSM, you may be required to issue a letter of intent to suspend, which provides the employee with the right to respond either orally or in writing before the suspension action is implemented. Most performance management arrangements involve: employees being set performance measurements; A PIP will also help to ensure that all employees are treated fairly and consistently. University of California, Santa Barbara Encourage accountability. In turn, managers can then provide feedback and guidance to the employees. If you gave a verbal warning or letter of concern/expectation to an employee and the problem performance or behavior persists, a letter of warning may be effective. 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