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Surviving the Challenge of the Problem Employee. Housekeeping. Roster routed at end of workshop Break Restrooms Cell phones, pagers, text messaging Evaluation sent to e-mail address Workshop counts toward Supervisory Challenge
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Surviving the Challenge of the Problem Employee
Housekeeping Roster routed at end of workshop Break Restrooms Cell phones, pagers, text messaging Evaluation sent to e-mail address Workshop counts toward Supervisory Challenge Do not need to do anything to get credit; it will be given automatically based on roster in the training room
Today, We Will … • Discuss the types of problems experienced at UF by staff members • Articulate guidelines that help managers handle problems dealing with staff • Review the FOSA tool for documenting discipline • Practice using the FOSA tool
The Role of Employee Relations • Employee Relations • Promotes a positive and productive working environment • Assists with performance appraisals, disciplinary actions, grievances, and appeals • Workers’/Unemployment Compensation is part of the ER team
Types of Problems Attendance
Types of Problems Medical Cases: FMLA/ADA
Types of Problems Poor Work Performance
Types of Problems Poor Work Habits
Types of Problems Misconduct
What Do You Think? • You supervise a landscaping team and have an employee that might be abusing sick leave • How would you manage this employee?
Some Guidelines for You When dealing with problem employees: • Check your attitude • Give and request frequent feedback • Examine departmental policies and procedures • Deal directly and discretely • Document • Be consistent
Today’s Video “Documenting Discipline”
FOSA • F—Facts • O—Objectives • S—Solutions • A—Action
The Probationary Period • For new non-exempt TEAMS employees upon hire at UF • For existing USPS employees when they accept jobs in new classifications • Probationary period ends in one of three ways: • Successfully completed; employment continues • Dismissal • Extension
The Initial Appointment • For new exempt TEAMS employees upon hire at UF • May be six-month (or one-year appointments)
Performance Appraisals • Standards • Base on job duties • Communicate to employees • Apply consistently • Below evaluations
Non-Disciplinary Actions • Counseling letters
Formal Disciplinary Actions • Define performance problem • State expectations • Instruct regarding corrective action • Advise of results if fail to correct
Progressive Discipline • Designed to correct and improve, not punish • Immediate discharge is called for only for the most serious violations • Depends upon fair and consistent application of policies and rules
Progressive Discipline • Oral reprimand • Written reprimand • Suspension • Dismissal
Exercise Practicing How to Issue Oral Reprimands
Appealable Actions—USPS • Predetermination conference • Arbitration
Appealable Actions—TEAMS • Given written notice • May meet with the dean or director • Final review and decision by vice president of area • Right to appeal decision to arbitration
Performance Standards • Language varies for TEAMS and USPS • Contact Employee Relations for assistance
TEAMS Notice of Non-Reappointment • If hired after June 30, 2005 • Three months’ notice • If hired on or before June 30, 2005 • Six months’ notice
Consequences of Disciplinary Action • USPS complaint procedures • Review by supervisor • And department head
Consequences of Disciplinary Action • TEAMS grievance procedures • Review by dean or director • Then, if needed, by vice president
Employee Relations Offices • Education and General, Auxiliaries • 392-6615 • Health Science Center • 392-3786 • Physical Plant Division • 392-2333 • IFAS • 392-4777
Today, We … • Discussed common problems at UF • Reviewed guidelines that can help you handle these problems • Reviewed and practiced using the FOSA tool for documenting discipline • All to help you address difficult employee situations more effectively
Please Sign The Class Roster! Surviving the Challenge Of the Problem Employee