Administering disciplinary actions and rewards

1. Administering disciplinary actions and rewards • What’s in this lesson? • This lesson explains how to monitor and dispense disciplinary and reward actions. • What do I need to know before I begin? • You should already know how to: • Maintain timecards to facilitate accurate attendance tracking- Access Genies- Communicate using e-mail or k-mail Lesson Menu Monitor pending disciplinary actions and rewards About attendance actions About attendance documents Using tools to monitor attendance actions tools to monitor attendance actions Prepare to deliver discipline or rewards Preparing to deliver attendance actions Deliver discipline or rewards Delivering attendance actions Record the outcome Procedure: Completing attendance actions Return to Villanova Kronos Training Web Complete an attendance action

2. Administering disciplinary actions and rewards About attendance actions Monitor pending disciplinary actions and rewards Points will count toward disciplinary action for a period of twelve months starting from the day each point was incurred. Thereafter, points will be expunged and no longer considered as part of the employee’s attendance record unless the employee is moved to the probation level . Villanova’s attendance policy determines when discipline, such as a written warning, needs to be delivered to an employee. For example, if an employee receives 6.0 disciplinary points, the policy dictates that they should receive a verbal warning. In Workforce Attendance, discipline or reward activities that need to be carried out by supervisors or managers are called attendance actions. One of your most important responsibilities is monitoring the status of attendance actions. In some cases, especially with unions, attendance actions that are not resolved within 48 hours are dismissed. It’s important to monitor and promptly resolve attendance actions. (Continued)

3. Administering disciplinary actions and rewards Monitor pending disciplinary actions and rewards About attendance actions(Continued) Based on Villanova’s attendance policy,, you are monitoring many different types of actions. For example: Perfect attendance for a given quarter = department credit. 8 Points = First Suspension (1 day without pay) Notice that some attendance actions involve documents, such as written warnings. Other actions may involve contacting HR Finally, other actions may simply call your attention to the fact that the employee has moved to a different discipline level, such as Chronic Discipline. (Topic End) (Previous)

4. Administering disciplinary actions and rewards About attendance documents Monitor pending disciplinary actions and rewards Some attendance actions involve documents, such as written warnings. These documents are automatically generated by Workforce Attendance and contain specific information about the employee such as the employee’s name, a list of infractions that led to the attendance action, dates the infractions were incurred, and so forth. You may be responsible for printing the document and delivering it to the employee. You will need to be able to recognize actions that are associated with documents and take steps to respond to them. (Continued)

5. Administering disciplinary actions and rewards Monitor pending disciplinary actions and rewards About attendance documents(Continued) You will receive e-mail notifications when employees trigger actions that are associated with documents. For example, you may receive an e-mail alerting you that an employee has initiated a disciplinary action “Written Warning.” The e-mail contains a link that you can click to view or print the document. (Topic End) (Previous)

6. Administering disciplinary actions and rewards Using tools to monitor attendance actions Monitor pending disciplinary actions and rewards Workforce Attendance provides tools to help you monitor attendance actions. The main tool that you’ll use to monitor actions is the Attendance Genie. • About the Attendance Genie: • provides an “at a glance” summary of employee attendance information • to determine the current status of an action, see the Action Status column (Continued)

7. Administering disciplinary actions and rewards Monitor pending disciplinary actions and rewards Using tools to monitor attendance actions(Continued) The following table explains the types of information in the Attendance Genie. (Continued) (Previous)

8. Administering disciplinary actions and rewards Monitor pending disciplinary actions and rewards Using tools to monitor attendance actions(Continued) The following table explains the types of information in the Attendance Genie. (Topic End) (Previous)

9. Administering disciplinary actions and rewards Preparing to deliver discipline or rewards Prepare to deliver discipline and rewards Villanova’s has well documented disciplinary action policies in place. For collective bargaining employees this is governed by their union contract. For non-collective bargaining employees please refer to the Villanova HR Website Process: Prepare to deliver discipline Print document Print AttendanceCalendar report Set up meeting (Continued)

10. Administering disciplinary actions and rewards Prepare to deliver discipline andrewards Preparing to deliver disciplinary actions or rewards (Continued) To print documents associated with attendance actions from Workforce Attendance, take the following steps: (Continued) (Previous)

11. Administering disciplinary actions and rewards Prepare to deliver discipline andrewards Preparing to deliver disciplinary actions or rewards (Continued) To print the Attendance Calendar report, take the following steps: (Topic End) (Previous)

12. Administering disciplinary actions and rewards Delivering attendance actions Deliver discipline and rewards Villanova’s business process requires you to take certain steps to deliver discipline or rewards. For example, if you are responsible for delivering a written warning to an employee, you may need to take the following steps: Process: Deliver discipline Meet with employee Deliver warning • Meet with the employee • Deliver the warning • Obtain the employee’s signature to acknowledge receipts of the warning Obtain employee’s signature (Topic End)

13. Administering disciplinary actions and rewards Procedure: Completing attendance actions Record the outcome After you deliver the discipline or reward, there is one final step to take. It’s important to record the outcome of the attendance action that you just delivered. To do this, you record the date on which the outcome took place; in Workforce Attendance, this is referred to as completing an attendance action. • Recommended Practice: • Attendance actions should be carried out promptly, and in accordance with your operational areas policies. (Continued)

14. Administering disciplinary actions and rewards Record the outcome Completing attendance actions (Continued) To record the outcome of an attendance action, take the following steps: (Topic End) (Previous)

15. Administering disciplinary actions and rewards SHOW ME: Complete an attendance action Record the outcome • Click the icon to see how to complete an attendance action (Topic End)