Surviving the Challenge of the Problem Employee

1. Surviving the Challenge of the Problem Employee

2. Housekeeping Roster routed at end of workshop Break Restrooms Cell phones, pagers, text messaging Evaluation sent to e-mail address Workshop counts toward Supervisory Challenge Do not need to do anything to get credit; it will be given automatically based on roster in the training room

3. Today, We Will … • Discuss the types of problems experienced at UF by staff members • Articulate guidelines that help managers handle problems dealing with staff • Review the FOSA tool for documenting discipline • Practice using the FOSA tool

5. The Role of Employee Relations • Employee Relations • Promotes a positive and productive working environment • Assists with performance appraisals, disciplinary actions, grievances, and appeals • Workers’/Unemployment Compensation is part of the ER team

6. Types of Problems Attendance

7. Types of Problems Medical Cases: FMLA/ADA

8. Types of Problems Poor Work Performance

9. Types of Problems Poor Work Habits

10. Types of Problems Misconduct

11. What Do You Think? • You supervise a landscaping team and have an employee that might be abusing sick leave • How would you manage this employee?

12. Some Guidelines for You When dealing with problem employees: • Check your attitude • Give and request frequent feedback • Examine departmental policies and procedures • Deal directly and discretely • Document • Be consistent

13. Today’s Video “Documenting Discipline”

14. FOSA • F—Facts • O—Objectives • S—Solutions • A—Action

15. The Probationary Period • For new non-exempt TEAMS employees upon hire at UF • For existing USPS employees when they accept jobs in new classifications • Probationary period ends in one of three ways: • Successfully completed; employment continues • Dismissal • Extension

16. The Initial Appointment • For new exempt TEAMS employees upon hire at UF • May be six-month (or one-year appointments)

17. Performance Appraisals • Standards • Base on job duties • Communicate to employees • Apply consistently • Below evaluations

18. Non-Disciplinary Actions • Counseling letters

19. Formal Disciplinary Actions • Define performance problem • State expectations • Instruct regarding corrective action • Advise of results if fail to correct

20. Progressive Discipline • Designed to correct and improve, not punish • Immediate discharge is called for only for the most serious violations • Depends upon fair and consistent application of policies and rules

21. Progressive Discipline • Oral reprimand • Written reprimand • Suspension • Dismissal

22. Exercise Practicing How to Issue Oral Reprimands

23. Appealable Actions—USPS • Predetermination conference • Arbitration

24. Appealable Actions—TEAMS • Given written notice • May meet with the dean or director • Final review and decision by vice president of area • Right to appeal decision to arbitration

25. Performance Standards • Language varies for TEAMS and USPS • Contact Employee Relations for assistance

26. TEAMS Notice of Non-Reappointment • If hired after June 30, 2005 • Three months’ notice • If hired on or before June 30, 2005 • Six months’ notice

27. Consequences of Disciplinary Action • USPS complaint procedures • Review by supervisor • And department head

28. Consequences of Disciplinary Action • TEAMS grievance procedures • Review by dean or director • Then, if needed, by vice president

29. Any Questions?

30. Employee Relations Offices • Education and General, Auxiliaries • 392-6615 • Health Science Center • 392-3786 • Physical Plant Division • 392-2333 • IFAS • 392-4777

31. Today, We … • Discussed common problems at UF • Reviewed guidelines that can help you handle these problems • Reviewed and practiced using the FOSA tool for documenting discipline • All to help you address difficult employee situations more effectively

32. Please Sign The Class Roster! Surviving the Challenge Of the Problem Employee