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The Employee Relations Division plans and conducts labor negotiations, implements labor agreements, and assists managers and supervisors with employee issues, including corrective action.
Employee & Labor Relations
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How does the supervisor know what to do next, and when to do it?

In 7. Conduct
Tagged Conduct, Employee Relations Handbook

If the misconduct still continues, or if the first instance of misconduct is serious in nature, contact Employee & Labor Relations for consultation on the appropriate course of action. Following the concept of Progressive Discipline, Employee & Labor Relations will advise you to take the lowest level of corrective/disciplinary action that will be likely to correct the problem. In determining the level of action to take, you will look at the following factors:

  • The seriousness of the offense and the relationship to the employee’s duties
  • The employee’s position and level of responsibility (i.e., supervisory/public trust)
  • The employee’s past disciplinary record
  • The employee’s past work record and years of service
  • The effect of the offense on the supervisor’s confidence in the employee
  • The consistency of the penalty with that imposed on other employees
  • The clarity with which the employee was placed on notice
  • The potential for rehabilitation
  • Any mitigating circumstances (provocation by others, etc.)
2015-04-01
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Employee & Labor Relations