7. Children in the Workplace
2.1 “Personnel Decisions” means decisions relating to, but not limited to, salary increases, promotions, transfers, demotions, suspensions, and dismissals.
2.2 “Reviewer” means the supervisor of the Employee designated to complete the performance review for an Employee.
3.1 Type and Frequency of Reviews. The types of reviews are:
3.2.1 Reviews are not required for temporary, seasonal, and Student Employees.
3.2.2 United Steel Workers Local 370 L-4 are subject to probationary reviews only.
3.3 Desired Results. The purpose of the reviews is to:
3.4 Rating Period. All reviews shall be based upon work performance during a defined period of time. The rating period is determined by the:
3.4.1 For probationary reviews, the beginning date of the rating period is the first day of employment, transfer, promotion, or extended probationary period. The ending date is near, but prior to, the end of the applicable probationary period.
3.4.2 For annual reviews, the beginning date is the first day following the end of the most recent performance review. The normal ending date is near, but prior to, the annual deadline announced by the Director of Human Resources.
3.4.3 For special reviews, the beginning date is the first day following the end of the most recent performance review. The ending date for special reviews is established by the supervisor.
3.5 Completed Reviews. The completed and signed "Employee Performance Review" form shall become a part of the Employee’s personnel record.
3.6 Review Procedures.
3.6.1 The supervisor shall:
3.6.2 The reviewer shall:
3.6.3 The Employee has the right to add comments to the review form:
3.6.4 The supervisor and/or reviewer may add comments to the review form in response to the Employee’s comments.
3.6.5 No comments shall be added to the Employee’s personnel file unless presented to the supervisor, reviewer, and Employee.
3.6.6 The Employee has the right to appeal the overall review through the problem resolution process (See Section 6 below). Exception: reviews cannot be disputed by an Employee serving the initial probationary period.
3.6.7 A copy of the completed and signed review form shall be given to the Employee at the end of the review session. The copy shall include all signatures.
3.6.8 The supervisor may retain a copy of the completed form.
3.6.9 The supervisor is to submit the completed and signed form to Human Resources by the:
3.6.10 The Director of Human Resources may return inaccurate or substandard review forms for correction or modification. The Director shall return the review form to the supervisor through the reviewer.
3.7 Confidentiality. All individuals with authorized access to an Employee’s review shall keep and maintain its confidentiality.
3.8 Form Availability. The University "Employee Performance Review" form is available in the Human Resources Department and on the Department’s web site.
4.1 Open and Informal Discussion. University Employees shall strive to maintain an open and informal environment for the discussion of Employee working conditions.
4.1.1 Employees concerned about working conditions are encouraged to discuss their concerns with their immediate supervisors.
4.1.2 An Employee may request the Director of Human Resources to provide information which may assist in addressing the Employee’s concerns.
4.2 Productive Work Environment. The supervisor is responsible for establishing and maintaining a work environment conducive to productive work performance.
4.2.1 The supervisor shall provide Employees effective:
4.3 Corrective Action—General. Standards of conduct, set forth in Section 5 below, have been established for Employees to promote consistency throughout the University regarding work performance and conduct standards. The University follows a practice of progressive discipline.
4.3.1 When the supervisor becomes aware of an apparent rule violation or infraction, the supervisor shall take appropriate steps to determine the facts of the situation.
4.3.2 When conduct violations occur, the supervisor is responsible for initiating corrective action. The intent of the action shall be to improve the Employee’s work performance and ensure conduct consistent with established standards.
4.3.3 The corrective action initiated depends upon the severity of the violation.
4.3.4 Punitive corrective action by the supervisor is required when the mistake(s) or rule infraction(s) is (are):
4.4 Verbal warnings. Verbal warnings provide notice to an Employee:
4.5 Written warnings. If a written warning is necessary, it shall state:
4.5.1 The Employee shall be asked to sign a copy of the written warning. The purpose of the signature is to show the Employee is aware of the warning. The signature does not indicate agreement by the Employee.
4.5.2 If an Employee refuses to sign, the supervisor and a witness to the event shall sign a statement to the effect the refusing Employee saw and was informed of the warning.
4.5.3 The supervisor shall:
4.6 Performance Improvement Plan (PIP). If a performance improvement plan is necessary, it shall:
4.6.1 A copy of the PIP shall be forwarded to the appropriate office for inclusion in the Employee’s personnel file.
4.7 Corrective Action—Punitive. When written warnings have not resulted in corrected conduct, punitive corrective action may include, but not be limited to, depending upon the nature of the violation:
4.7.1 Employees may be suspended from work:
4.7.2 Employees may be terminated from employment without warning for offenses listed in Group 1 violations of good conduct.
4.8 Employee Appeal. Employees sanctioned for a rule violation(s), may seek redress through the appropriate problem resolution process. See Section 6 below or the Faculty Handbook Section Three, VII.
5.1 Conduct Violations. Violations are grouped into 3 categories to facilitate consistency in the administration of corrective action. Mitigating or aggravating circumstances may exist which shall be weighed in determining the proper disciplinary action to be taken.
5.1.1 In addition to the standards indicated by the violations listed below, there may be standards of conduct specific to a Department. The supervisor shall discuss Departmental standards of conduct with the Employee.
5.1.2 Group 1 violations of good conduct may result in immediate discharge from employment without regard to length of service or previous conduct record. These violations include, but are not limited to:
5.1.3 Group 2 violations of good conduct are slightly less serious, but call for immediate disciplinary action. The appropriate disciplinary action often is a suspension even for the first offense. These violations include, but are not limited to:
5.1.4 Group 3 violations are less serious in nature and, when standing alone, would not justify immediate discharge or disciplinary suspension. These violations include, but are not limited to:
5.1.5 Employees serving in their initial probationary period are considered to be employed on a trial basis and may be formally disciplined and/or discharged for any standard of conduct violations during the probationary period.
6.1 Employee and Supervisor Resolution. Employees and supervisors are expected to work together, on a day-to-day basis, to resolve differences and/or situations which are causing dissatisfaction. If a matter is not resolved to everyone’s satisfaction, further attempt at resolution may be appropriate.
6.2 Resolution Assistance. Employees may seek assistance to address work situations with which they are dissatisfied. To do so, non-faculty Employees shall follow the steps set forth below. (Faculty members shall follow the procedures set forth in the Faculty Handbook.)
6.2.1 The first step is for either the Employee or supervisor to request mediation. Mediation is a formal process using a neutral third party as mediator for the purpose of providing an open forum for discussion and resolution of a problem. The mediation will be conducted by the Director of Human Resources.
6.2.2 If the Director of Human Resources declares the mediation is unsuccessful, the Employee may submit the concerns in writing to the immediate supervisor on the "Problem Resolution" form. The form is available in the Human Resources Department or the Department’s website. Normally, a response shall be given to the Employee by the immediate supervisor within 5 working days from receipt of the Problem Resolution form.
6.2.3 If the Employee is not satisfied with the supervisor’s response or does not receive a response within a reasonable time, the Employee may present the "Problem Resolution" form to the appropriate Department Head. The Department Head shall discuss the matter with the Employee and shall make a decision within a reasonable time. The Department Head shall inform the Employee of the decision in writing.
6.2.4 If the Employee is dissatisfied with the decision, the Employee may submit the "Problem Resolution" form to the appropriate Area Head. The appeal to the Area Head must be submitted by the Employee without delay. The Area Head shall make a decision as soon as is practical and upon making the decision shall inform the Employee in writing.
6.3 Final Decision. The decision of the Area Head is expected and intended to provide the final disposition of the problem.
7.1 Principles to Follow. When children are present in the workplace the following principles shall be followed:
7.2 Visits Allowed. Brief, non-recurring and infrequent visits by children of Employees shall be permitted.
7.3 Visits Not Allowed. The frequent, regular, or extended presence of a child or children during work hours shall not be allowed for reasons including, but not limited to:
7.4 Cooperation with Employees. Departments, when workload permits, shall cooperate with an Employee in the use of breaks, meal periods and leave for addressing family responsibilities.