Roles and Considerations

Roles:

Manager

Pre-discipline Stage

• Contact your Human Resources (HR) Consultant and/or Departmental HR Liaison early in the process for guidance and consultation.
• Ensure elements of just cause are met by providing the HR Consultant with a completed pre-discipline checklist. This will help the parties prepare to discuss potential discipline.
• Provide employee with training, resources, and expectations.
• Monitor performance.
• Discuss assessment of performance with an employee in a timely manner.
• Give specific and accurate performance evaluations.
• Document performance discussions with employee in writing.

Discipline Stage

• Create disciplinary document and make updates, as necessary, after discussion with the HR Consultant.
• Deliver disciplinary action once approved by management chain of command and HR.
• Send copy of signed disciplinary action to HR Consultant.

Post-discipline Stage

• Meet with the employee to create and discuss the action plan
• Monitor performance.
• Give additional feedback and follow-up with additional disciplinary action, if necessary.
• Contact the HR Consultant early and often, if there are continued issues!

HR Consultant

• Ask questions to provide an accurate assessment of the case.
• Review proposed disciplinary action and provide recommendations for changes.
• Forward document through further HR approval process, if needed.
• Provide guidance to the manager on next steps.

Considerations:

• Is this a policy violation?
• Is this a safety concern?
• Are laws being violated?
• Is there a conflict of interest?
• Does this have Union implications?
• Does this need to be reported to the Compliance Office (via the Ethics Hotline)?
• Is this an on-going issue in your department/unit or an isolated incident?
• Does this concern put the department at risk?
• Are there others that need to be interviewed?
• What have you done in the past to address this kind of issue?
• What kind of precedent do you want to set?