Guidelines for Complaints, Grievances and Disciplinary Action

Guidelines for Complaints, Grievances and Disciplinary Action

Policy

The purpose of this policy is to assist supervisors to resolve employee problems and disputes with bargaining unit employees, in a fair, equitable, consistent manner and to avoid labor unrest.

In most instances employee issues can be handled informally, without incident, and the supervisor can deter the filing of a grievance by the bargaining unit member.

Supervisors are urged to consult with the Director of Human Resources on these matters particularly where it becomes necessary to initiate formal disciplinary action. The director will attend disciplinary meetings upon request or as necessary.

PROCEDURE - DISCIPLINARY ACTION/LETTERS
Step 1 - GIVE EMPLOYEE A VERBAL WARNING.

  1. Have the Shop Steward present.

  2. Follow-up with letter confirming the meeting - "This is to confirm our discussion of (date) concerning (nature of problem) ..." - Cite the specific nature of the problem or failure.

NOTE:

  1. After step 1 has taken place, keep in contact with Human Resources.

  2. Take no further action until it has been fully discussed with the Director/Assistant Director of Human Resources.

  3. Director/Assistant Director will attend meetings upon request or as necessary.

  4. Send copies of all correspondence to the Department of Human Resources.

Step 2 - NO IMPROVEMENT

  1. Prepare a written warning. Make reference to the previous verbal warning; cite the lack of improvement list specific experiences and specific instances.

  2. Indicate the employee is being placed on a 30 or 60 day probation. Use 30 days if the situation is serious.

  3. Call a meeting with the employee and Shop Steward to present the letter and give the employee an opportunity to respond.

  4. Conduct an evaluation of the employee just prior to or at the end of the probation period.

Step 3 - FOLLOW-UP WITH LETTER OF EVALUATION

  1. Make reference to previous action and correspondence. Cite the continued lack of improvement and specific failures.

  2. Indicate employee is being placed on suspension for 5 or 10 days.

    There are two types of suspensions:

    1. Paper Suspension - Employee is kept at the work site and receives pay. However, the files are documented to show there has been progressive discipline.

    2. Suspension Without Pay - Employee is off the work site for the designated period without pay.

  3. Indicate this is a "FINAL WARNING"

Step 4 - SUSPENSION ENDS

  1. Continue to evaluate the employee for the next 30 days. If the same conditions exist, give two weeks notice.