1. Managing Employee Issues Taking Action Employee Relations

2. Take Prompt Action Identify both satisfactory and unsatisfactory job performance and behaviors. Recognize high performers and counsel underachievers. Provide feedback as promptly as possible. Take progressive and eventually formal action, as needed.

3. Create a Paper Trail Document both informal and formal discussions. Documents should clearly state the date, issue, behavior, performance, policy violation, action, resolution, and follow-up plan.

4. Basic Elements of Progressive Discipline Informal Feedback (can be frequent/verbal) Letter Of Counsel (written, may require collaboration w/ ER) Letter Of Reprimand (written, requires collaboration w/ ER) Suspension (requires collaboration w/ ER) Termination (requires collaboration w/ ER) Each situations is unique and might call for different actions and steps!

5. Contact Human Resources Consult with Employee Relations (ER) with questions since there may be contractual obligations. Discuss what you really want to achieve through the corrective action and/or discipline. Bring supporting documentation. ER may suggest edits or changes to comply with campus practice, contract language, etc.

6. Union Rights Contracts provide specific language regarding working conditions, corrective actions, and disciplinary actions. Following processes takes time. Become familiar with the employee’s union rights, even though the employee isn’t. Weingarten Rights. Union members have the right to have union representation at meetings where disciplinary action may be discussed.