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Employee/Labor Relations

Employee/Labor Relations. Managing Employee Issues. Taking Action. Take Prompt Action. Identify both satisfactory and unsatisfactory job performance and behaviors. Recognize high performers and counsel underachievers. Provide feedback as soon as possible.

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Employee/Labor Relations

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  1. Employee/Labor Relations Managing Employee Issues Taking Action

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

  3. Not-So-FictionalChallenges in the workplace

  4. Basic Elements of Progressive DisciplineEach situations is unique and might call for different actions and steps! • Informal Feedback(Verbal - can be frequent) Collaboration with Employee/Labor Relations is recommended for the following steps: • Letter Of Counsel • Letter Of Reprimand • Suspension • Termination

  5. Creating a Paper Trail • Document both informal and formal discussions. • Collect Details - Documents should clearly state the date, issue, behavior, performance, policy violation, action, resolution, and follow-up plan. Contact Human Resources • Consult with Employee/Labor Relations (ER) with questions since there may be contractual obligations involved. • Discuss what you really want to achieve through the corrective action and/or discipline. • Bring supporting documentation. • Creating the right document - ER may suggest edits or changes to comply with campus practices, policies, contract language, etc.

  6. Union Rights • Collective bargaining agreements provide specific language regarding working conditions, corrective actions, and disciplinary actions. Take the time to know. • Become familiar with the employee’s union rights, even though the employee is not. • Weingarten Rights. Union members have the right to have union representation at meetings where disciplinary action may be discussed.

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