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1.1 UNMC employees are required to meet certain standards of work performance and workplace conduct. When employees do not meet specified standards, Corrective and Disciplinary actions including termination for cause may be warranted. | 1.1 UNMC employees are required to meet certain standards of work performance and workplace conduct. When employees do not meet specified standards, Corrective and Disciplinary actions including termination for cause may be warranted. | ||
==Scope== | ==Scope== | ||
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 [http://nebraska.edu/docs/board/bylaws.pdf Bylaws of the Board of Regents] of the University of Nebraska(Chapter IV), [http://nebraska.edu/docs/board/RegentPolicies.pdf 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 [http://nebraska.edu/docs/board/bylaws.pdf Bylaws of the Board of Regents] of the University of Nebraska (Chapter IV), [http://nebraska.edu/docs/board/RegentPolicies.pdf 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 [http://www.unmc.edu/ University of Nebraska Medical Center] (UNMC) follows the performance management policies set forth in the [http://nebraska.edu/docs/hr/employee-policies.pdf University of Nebraska Central Administration] personnel policies including: Original Probationary Period; Employee Discipline; and Termination of Employment for Cause. For employees with Faculty appointments, terminations and grievance procedures are also governed by the [http://nebraska.edu/docs/board/bylaws.pdf Bylaws of the Board of Regents] of the University of Nebraska(Chapter IV), [http://nebraska.edu/docs/board/RegentPolicies.pdf Board of Regents Policy], and policy and procedures adopted by the individual colleges and the UNMC Faculty Senate. | 3.1 The [http://www.unmc.edu/ University of Nebraska Medical Center] (UNMC) follows the performance management policies set forth in the [http://nebraska.edu/docs/hr/employee-policies.pdf University of Nebraska Central Administration] personnel policies including: Original Probationary Period; Employee Discipline; and Termination of Employment for Cause. For employees with Faculty appointments, terminations and grievance procedures are also governed by the [http://nebraska.edu/docs/board/bylaws.pdf Bylaws of the Board of Regents] of the University of Nebraska (Chapter IV), [http://nebraska.edu/docs/board/RegentPolicies.pdf 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 Human Resources’ Division Director of 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 for Business and Finance, Executive Director of Human Resources, and the Vice Chancellor for Business and Finance. ==Policy== | 4.1 The UNMC Human Resources’ Division Director of 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 for Business and Finance, Executive Director of Human Resources, and the Vice Chancellor for Business and Finance. ==Policy== | ||
==Original Probationary Period== | ==Original Probationary Period== | ||
(Office-Service employees only) | (Office-Service employees only)<br /> | ||
5.1 It is the policy of the University of Nebraska Medical Center that all newly hired regular office/service employees serve one six-month Original Probationary Period. This Original Probationary Period is an extension of the selection process and is used to determine an employee's suitability for employment at UNMC. The successful completion of the probationary period is not to be construed as granting a property interest in continuing employment.<br /> | 5.1 It is the policy of the University of Nebraska Medical Center that all newly hired regular office/service employees serve one six-month Original Probationary Period. This Original Probationary Period is an extension of the selection process and is used to determine an employee's suitability for employment at UNMC. The successful completion of the probationary period is not to be construed as granting a property interest in continuing employment.<br /> | ||
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5.3 Unless there is a break in UNMC employment, office/service employees serve only one Original Probationary Period.<br /> | 5.3 Unless there is a break in UNMC employment, 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 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/Affirmative Action Officer. | 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/Affirmative Action Officer. | ||
==Corrective and Disciplinary Actions== | ==Corrective and Disciplinary Actions== | ||
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7.2 Corrective and Disciplinary Actions cannot be administered according to an absolute set of rules; decisions must be made based on the facts of each situation. Corrective and Disciplinary Actions may be taken in progressive order up to and including termination for cause or may be administered as the situation warrants. Management is encouraged to consult with Human Resources – Employee Relations on Corrective and Disciplinary Actions.<br /> | 7.2 Corrective and Disciplinary Actions cannot be administered according to an absolute set of rules; decisions must be made based on the facts of each situation. Corrective and Disciplinary Actions may be taken in progressive order up to and including termination for cause or may be administered as the situation warrants. Management is encouraged to consult with Human Resources – Employee Relations on Corrective and Disciplinary Actions.<br /> | ||
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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 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 | ||
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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 (see procedures for contact information) before suspending an employee. | 10.2 Management must consult with Human Resources-Employee Relations (see procedures for contact information) 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 /> | ||
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==Equal Employment Opportunity== | ==Equal Employment Opportunity== | ||
15.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. | 15.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. | ||
Additional | ==Additional Information== | ||
*Contact Human Resources, Employee Relations, 559-2710 | *Contact Human Resources, Employee Relations, 559-2710 | ||
*[http://nebraska.edu/docs/board/bylaws.pdf Bylaws of the Board of Regents] of the University of Nebraska(Chapter IV) | *[http://nebraska.edu/docs/board/bylaws.pdf Bylaws of the Board of Regents] of the University of Nebraska (Chapter IV) | ||
*[http://nebraska.edu/docs/board/RegentPolicies.pdf Board of Regents Policy] | *[http://nebraska.edu/docs/board/RegentPolicies.pdf Board of Regents Policy] | ||
*UNMC Policy No. 1006, [[Employee Separation]] | *UNMC Policy No. 1006, [[Employee Separation]] | ||
*UNMC Policy No. 1020, [[Employee Grievance Process]] | *UNMC Policy No. 1020, [[Employee Grievance Process]] | ||
*[http://www.unmc.edu/hr/proc/Procedures1098.pdf Corrective and Disciplinary Action Procedures] | *[http://www.unmc.edu/hr/proc/Procedures1098.pdf Corrective and Disciplinary Action Procedures] | ||
*[http://www.unmc.edu/hr/Forms/CorDisAct.doc Corrective and Disciplinary Action Form].<br /> | *[http://www.unmc.edu/hr/Forms/CorDisAct.doc Corrective and Disciplinary Action Form].<br /> | ||
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This policy maintained by [mailto:dpanowic@unmc.edu dkp]. | This policy maintained by [mailto:dpanowic@unmc.edu dkp]. | ||