Guide to Employee Conduct & Consequences Effective March 15, 2013

Guide to Employee

Conduct & Consequences

Effective March 15, 2013

Guide to Employee Conduct & Consequences

Over the past year, Facilities Management (FM) and AFSCME engaged in good faith bargaining to replace the Fair Treatment Guidelines.

As a result of this work, FM is pleased to introduce you to the new “Guide” to Employee Conduct and Consequences, hereafter referred to as the Guide.

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The Guide will take effect March 15, 2013.

The Guide will act as a resource to supervisors and bargaining employees regarding employee misconduct and potential consequences.

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Highlights and Provisions

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Highlights & Provisions

FM will normally apply disciplinary action in a progressive manner;

however,

FM may administer any discipline deemed necessary and appropriate, when circumstances warrant.

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Highlights & Provisions

In general, an employee may be disciplined for performance related issues, misconduct or both.

When applying disciplinary action, mitigating and/or aggravating circumstances will be considered.

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Mitigating/aggravating circumstances include, but are not limited to:

• History of prior discipline for the same or similar infraction,

• Overall disciplinary record,

• Probationary status,

• Whether a safety hazard was created by the action,

• Whether there was a financial loss as a result of the conduct,

• Whether the work of others was delayed; and,

• The totality of the circumstances involved.

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Employee Misconduct

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Employee Misconduct

The conduct examples outlined in the Guide illustrate performance or misconduct related concerns and potential first-occurrence consequences.

They are examples only; they are not all inclusive.

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Employee Misconduct

Depending on the circumstances of a situation, in some cases it may be appropriate not to discipline an employee.

When this occurs, supervisors are expected to document such occurrences as disciplinary exceptions.

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Time and Attendance

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Time and Attendance From time to time, events occur which may result

in occasional tardiness or unscheduled absences.

On an exception basis only, an employee’s tardiness/unscheduled absence will be excused on a calendar year basis as follows:

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Time and Attendance

Tardiness: Less than 60 minutes – three (3) maximum per calendar year

Unscheduled Absence: Unscheduled absences of 60 minutes or more – three (3) maximum per calendar year.

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Frequently Asked Questions(FAQ)

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FAQ

What type of consequence should one expect to receive prior to March 15, 2013?

The Fair Treatment Guidelines will remain in effect through March 14, 2013.

What happens to any prior discipline currently in an employee’s record?

Any active and prior discipline recorded prior to March 15 will remain in the employee’s file.

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FAQWill employees still be allowed to use an Emergency Call-in 60 minutes or More provision to cover an emergency call-in for 60 minutes or less?

Yes. Employees will be allowed to use a Time & Attendance exception of 60 minutes or More, to cover an available Less than 60 minutes exception; however, such occurrences will be documented by the supervisor using the “Time & Attendance Exception” process.

Will current call-in policies continue to remain in effect after March 15?

Yes, as well as those policies and procedures previously negotiated and referred to in whole or in part, in the MOU.

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Resource Documents

Memoranda of Understanding for Non-exempt and Exempt employees

USM Policy VII-8.00 and 8.10 – Disciplinary Action and Appeal Rights

Contacts

Your Manager/Supervisor

FM Human ResourcesSharon Simmons, Assistant Director – X58937

Nancy Yeroshefsky, Associate Director – X5328417

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