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Corrective/Disciplinary Action: Difference between revisions
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'''2.1''' The UNMC Corrective and Disciplinary Action Policy is applicable to all UNMC employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions. In the case of employees with Faculty appointments, terminations and grievance procedures are also governed by the [https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/board-governing-documents/board-of-regents-bylaws.pdf?la=en Bylaws of the Board of Regents] of the University of Nebraska (Chapter 4), [https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/board-governing-documents/board-of-regents-policies.pdf?la=en Board of Regents Policy], and policy and procedures adopted by the individual colleges and the UNMC Faculty Senate. | '''2.1''' The UNMC Corrective and Disciplinary Action Policy is applicable to all UNMC employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions. In the case of employees with Faculty appointments, terminations and grievance procedures are also governed by the [https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/board-governing-documents/board-of-regents-bylaws.pdf?la=en Bylaws of the Board of Regents] of the University of Nebraska (Chapter 4), [https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/board-governing-documents/board-of-regents-policies.pdf?la=en Board of Regents Policy], and policy and procedures adopted by the individual colleges and the UNMC Faculty Senate. | ||
==Basis of the Policy== | ==Basis of the Policy== | ||
'''3.1''' The | '''3.1''' The University of Nebraska Medical Center (UNMC) follows the performance management policies set forth in the University of Nebraska Central Administration personnel policies. For employees with Faculty appointments, terminations and grievance procedures are also governed by the Bylaws of the Board of Regents of the University of Nebraska (Chapter 4), Board of Regents Policy, and policy and procedures adopted by the individual colleges and the UNMC Faculty Senate. | ||
==Authorities and Administration== | ==Authorities and Administration== | ||
'''4.1''' The UNMC | '''4.1''' The UNMC Associate Director of Human Resources - Employee Relations is responsible for the administration, implementation, and maintenance of the Corrective and Disciplinary Action Policy at the campus level in consultation with the Assistant Vice Chancellor - Executive Director of Human Resources and the Vice Chancellor for Business and Finance. | ||
==Policy== | ==Policy== | ||
===Original Probationary Period=== | ===Original Probationary Period=== | ||
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'''5.3''' Unless there is a break in UNMC employment, managerial/professional and office/service employees serve only one Original Probationary Period.<br /> | '''5.3''' Unless there is a break in UNMC employment, managerial/professional and office/service employees serve only one Original Probationary Period.<br /> | ||
==Original Probationary Period Rights== | ==Original Probationary Period Rights== | ||
'''6.1''' Original probationary employees have no grievance rights but have a right to a Corrective and Disciplinary Action | '''6.1''' Original probationary employees have no grievance rights but have a right to a Corrective and Disciplinary Action termination notice. However, employees on original probation who believe that their legal rights with respect to employment have been violated by a termination action may consult with UNMC Human Resources-Employee Relations. Employees raising issues of discrimination and/or sexual harassment, during their original probationary period, may also seek assistance through Employee Relations. | ||
==Corrective and Disciplinary Actions== | ==Corrective and Disciplinary Actions== | ||
'''7.1''' An action taken to address workplace performance and/or conduct deficiencies that are negatively affecting an employee’s contribution to the organization.<br /> | '''7.1''' An action taken to address workplace performance and/or conduct deficiencies that are negatively affecting an employee’s contribution to the organization.<br /> | ||
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<br /> | <br /> | ||
'''7.3''' Examples of conduct or actions that may justify Corrective and Disciplinary Actions, up to termination for cause, are listed in the [http://www.unmc.edu/hr/proc/Procedures1098.pdf Corrective and Disciplinary Action Procedures] on the Human Resources website at [http://www.unmc.edu/hr www.unmc.edu/hr]. Types of Corrective and Disciplinary Actions may include: <br /> | '''7.3''' Examples of conduct or actions that may justify Corrective and Disciplinary Actions, up to termination for cause, are listed in the [http://www.unmc.edu/hr/proc/Procedures1098.pdf Corrective and Disciplinary Action Procedures] on the Human Resources website at [http://www.unmc.edu/hr www.unmc.edu/hr]. Types of Corrective and Disciplinary Actions may include: <br /> | ||
*Verbal Warning for inappropriate workplace conduct and/or for work performance deficiencies | *'''Verbal Warning''' for inappropriate workplace conduct and/or for work performance deficiencies | ||
*Written Warning for inappropriate workplace conduct and/or for work performance deficiencies | *'''Written Warning''' for inappropriate workplace conduct and/or for work performance deficiencies | ||
*Suspension with Pay | *'''Suspension with Pay''' | ||
*Suspension without Pay | *'''Suspension without Pay''' | ||
*Termination/discharge for Cause<br /> | *'''Termination/discharge for Cause'''<br /> | ||
'''7.4''' Departments and managers issuing any type of Corrective and Disciplinary Actions | '''7.4''' Departments and managers issuing any type of Corrective and Disciplinary Actions should consult with Human Resources-Employee Relations (see procedures for contact information), to ensure that UNMC procedures are followed. | ||
==Verbal Warning== | ==Verbal Warning== | ||
'''8.1''' A Verbal Warning may be given to alert an employee to specific deficiencies (failure to meet work product standards or workplace/conduct standards). A Verbal Warning consists of a discussion in which the supervisor verbally advises an employee of | '''8.1''' A Verbal Warning may be given to alert an employee to specific deficiencies (failure to meet work product standards or workplace/conduct standards). A Verbal Warning consists of a discussion in which the supervisor verbally advises an employee of their performance or conduct deficiencies and recommends corrective actions. Notes regarding the meeting may be kept in departmental files. | ||
==Written Warning Notice== | ==Written Warning Notice== | ||
'''9.1''' A Written Warning Notice may be given to an employee when other efforts to correct performance or conduct deficiencies have failed or as a first Corrective and Disciplinary Action when the performance or conduct deficiency is serious enough to warrant a written reprimand. A Corrective and Disciplinary Action Written Warning Notice consists of a written document, which may be in the form of a letter or on the Corrective and Disciplinary Action Form. The Corrective and Disciplinary Action | '''9.1''' A Written Warning Notice may be given to an employee when other efforts to correct performance or conduct deficiencies have failed or as a first Corrective and Disciplinary Action when the performance or conduct deficiency is serious enough to warrant a written reprimand. A Corrective and Disciplinary Action Written Warning Notice consists of a written document, which may be in the form of a letter or on the Corrective and Disciplinary Action Form. The Corrective and Disciplinary Action Written Warning notice will describe the deficiency; include a plan for corrective action, and a time frame, if applicable. The employee should sign and date the written notice and may provide a written response presenting information on their own behalf. Management must consult with Human Resources-Employee Relations before providing a Written Warning to an employee. | ||
==Suspension with Pay== | ==Suspension with Pay== | ||
'''10.1''' In the event that an employee's presence on campus during an employment situation investigation or actual employment may endanger others, present a risk to UNMC, or if it is required that an employee not return to the workplace until an employment situation investigation is complete and an employment decision has been made, the employee may be suspended with pay, until the employment situation investigation is completed and/or the employment decision is made.<br /> | '''10.1''' In the event that an employee's presence on campus during an employment situation investigation or actual employment may endanger others, present a risk to UNMC, or if it is required that an employee not return to the workplace until an employment situation investigation is complete and an employment decision has been made, the employee may be suspended with pay, until the employment situation investigation is completed and/or the employment decision is made.<br /> | ||
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'''10.2''' Management must consult with Human Resources-Employee Relations | '''10.2''' Management must consult with Human Resources-Employee Relations before suspending an employee. | ||
==Suspension without Pay== | ==Suspension without Pay== | ||
'''Note: Suspending an employee without pay requires the prior approval of the UNMC Assistant Vice Chancellor - Executive Director of Human Resources.'''<br /> | '''Note: Suspending an employee without pay requires the prior approval of the UNMC Assistant Vice Chancellor - Executive Director of Human Resources.'''<br /> | ||