![]() ![]() Proposed effective date(s) of the action.Materials/documentation (if any) on which the action is based.This right to representation is known as “Weingarten Rights.” Notice of IntentĬertain corrective actions, such as suspension over five (5) days, demotions, and salary decreases require a written notice of intent which must include the following: ![]() When an employee reasonably believes that a meeting with their supervisor may result in corrective action, the employee may request and is entitled to representation. The standards of just cause require that work rules or orders are reasonable that the employee receive adequate notice of the work rule/order and the consequence of possible failure of non-compliance that a sufficient and fair investigation/fact-finding is conducted that the documentation supports the unsatisfactory conduct or performance and, that the discipline is appropriate and consistent. Just cause is a burden of proof or standard that an employer must meet to justify discipline or discharge for represented employees. Generally, at least one written warning will be given to an employee prior to proceeding with any other corrective action however, no written warning will be needed if the corrective action is a result of misconduct or work performance that an employee knew or reasonably should have known was unacceptable.Ĭorrective action for PSS and represented employees is measured against a “just cause” standard. Therefore, it is important to review the applicable policy or labor agreement if an employee’s conduct or performance is not satisfactory.Ĭorrective action steps may include, but not limited to: For non-represented (PSS) employees, Personnel Policy for Staff Members (PPSM 62) – Corrective Action, defines what constitutes corrective action. Represented and Professional and Support Staffįor represented employees the applicable collective bargaining agreement defines what constitutes corrective action. Prior to taking any corrective action, managers and supervisors are required to consult with Employee and Labor Relations. The purpose of corrective action is to correct and resolve employee poor performance. Corrective action generally follows a course of progressive discipline that will use increasingly serious actions if there is no sufficient improvement or if there is repeated failure to correct unacceptable conduct or work performance. ![]()
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