Corrective/Disciplinary Action: Difference between revisions

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Corrective/Disciplinary Action (view source)

Revision as of 12:15, March 28, 2024

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'''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 />
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'''11.1''' Suspension without Pay is appropriate when other efforts to correct unsatisfactory work performance or conduct have failed. It is also appropriate as a first Corrective and Disciplinary Action when the immediate supervisor considers the unsatisfactory work performance or conduct to be serious enough to warrant a severe penalty.<br />
'''11.1''' Suspension without pay is appropriate when other efforts to correct unsatisfactory work performance or conduct have failed.  It is also appropriate as a first Corrective and Disciplinary Action when the immediate supervisor considers the unsatisfactory work performance or conduct to be serious enough to warrant a severe penalty.<br />
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'''11.2''' After considering the circumstances the supervisor, with the assistance of the UNMC Assistant Vice Chancellor - Executive Director of Human Resources or designee, decides whether to implement the suspension. The period of suspension is without pay and should normally not exceed five workdays. Suspension without Pay is implemented by a Corrective and Disciplinary Action to the employee informing the employee of the suspension and the reasons for the action. If an employee is to be placed on “Corrective Probation” upon return to work, that fact should be included in the Corrective and Disciplinary Action Form.<br />
'''11.2''' After considering the circumstances, the supervisor, with the assistance of the UNMC Assistant Vice Chancellor - Executive Director of Human Resources or designee, decides whether to implement the suspension.  The period of suspension is without pay and should normally not exceed five workdays.  Suspension without Pay is implemented by a Corrective and Disciplinary Action to the employee informing the employee of the suspension and the reasons for the action.  If an employee is to be placed on “Corrective Probation” upon return to work, that fact should be included in the Corrective and Disciplinary Action Form.<br />
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'''11.3''' Employees on suspension without pay will not be granted vacation, sick, floating/banked holiday, or regular holiday leave, nor may they use compensatory time previously earned to avoid being without pay.<br />
'''11.3''' Employees on suspension without pay will not be granted vacation, sick, floating/banked holiday, or regular holiday leave, nor may they use compensatory time previously earned to avoid being without pay.<br />
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'''12.1''' Management, in consultation with Human Resources-Employee Relations, may terminate employees for cause when employees fail to meet department, unit, or UNMC work performance or workplace conduct standards. Note: Either the employee or UNMC may also end the employment relationship under UNMC Policy No. 1006, [[Employee Separation]], sections 5.2, 5.3, and 5.4.<br />
'''12.1''' Management, in consultation with Human Resources-Employee Relations, may terminate employees for cause when employees fail to meet department, unit, or UNMC work performance or workplace conduct standards. Note: Either the employee or UNMC may also end the employment relationship under UNMC Policy No. 1006, [[Employee Separation]], sections 5.2, 5.3, and 5.4.<br />
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'''12.2''' Any employee (except probationary employee) considered for "Termination for Cause" will be given a pre-termination hearing. At the pre-termination hearing employees will be given the opportunity to be informed about why termination is being considered and to present information on their own behalf. If, after the hearing, "Termination for Cause" is recommended, the employee will be given a Corrective and Disciplinary Action Termination Notice and will have access to the UNMC grievance process in UNMC Policy No. 1020, [[Employee Grievance Process]]. Section 6.1 applies to original probationary period managerial/professional and office/service employees terminated for cause.
'''12.2''' Any employee (except probationary employee) considered for "Termination for Cause" will be given a pre-termination hearing. At the pre-termination hearing employees will be given the opportunity to be informed about why termination is being considered and to present information on their own behalf.  If, after the hearing, "Termination for Cause" is recommended, the employee will be given a Corrective and Disciplinary Action Termination Notice and will have access to the UNMC grievance process in [https://wiki.unmc.edu/index.php/Employee_Grievance_Process UNMC Policy No. 1020, Employee Grievance Process]
==Grievable Corrective and Disciplinary Actions==
==Grievable Corrective and Disciplinary Actions==
'''13.1''' For any of the following corrective and disciplinary actions, employees (except probationary employees) may file a grievance under UNMC Policy No. 1020, [[Employee Grievance Process]] or the applicable faculty procedure.
'''13.1''' For any of the following corrective and disciplinary actions, employees (except probationary employees) may file a grievance under UNMC Policy No. 1020, [[Employee Grievance Process]] or the applicable faculty procedure.
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