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Corrective/Disciplinary Action: Difference between revisions
Corrective/Disciplinary Action (view source)
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Policy No.: '''1098'''<br /> | Policy No.: '''1098'''<br /> | ||
Effective Date: '''03/18/08'''<br /> | Effective Date: '''03/18/08'''<br /> | ||
Revised Date: '''11/ | Revised Date: '''11/06/17'''<br /> | ||
Reviewed Date: ''' | Reviewed Date: '''11/01/17'''<br /> | ||
<br /> | <br /> | ||
<big>'''Corrective and Disciplinary Action Policy'''</big> | <big>'''Corrective and Disciplinary Action Policy'''</big> | ||
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==Policy== | ==Policy== | ||
===Original Probationary Period=== | ===Original Probationary Period=== | ||
(Office | (Managerial/Professional and 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 managerial/professional and 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 /> | ||
<br /> | <br /> | ||
'''5.2''' Departments in collaboration with Human Resources, Employee Relations may consider dismissing | '''5.2''' Departments in collaboration with Human Resources, Employee Relations may consider dismissing a managerial/professional or office/service employee during the Original Probationary Period with a Corrective and Disciplinary Action termination notice.<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, 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 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. | ||
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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. | '''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. | ||
==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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Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment. | Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment. | ||
==Additional Information== | ==Additional Information== | ||
*Contact Human Resources, Employee Relations, 402-559- | *Contact [https://www.unmc.edu/employment/contact-hr.html Human Resources, Employee Relations], 402/559-7394, 402/559-8534 or 402/559-4371 | ||
*[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] | ||