|Policy No.:||5-10||This policy applies to:|
|Policy Name:||Counseling and Correction||Non-exempt staff|
|Effective Date:||08/01/04||Exempt staff|
This policy provides guidelines for managers and supervisors in working with employees when the supervisor has a concern about an employee’s performance or conduct.
Loyola University New Orleans needs the very best skills, efforts, and performance of its employees to fulfill its mission, and operates from the assumption that employees take their work seriously and conduct themselves with pride and self-respect. We believe that our employees will rarely lapse from excellent work or adherence to established rules and regulations. We also believe that our employees will quickly correct any lapse in their work or violations of policies, if these problems are brought to their attention in a professional, cooperative manner that assumes they want to improve.
Supervisors are responsible for communicating performance and conduct standards to employees, for guiding, training and developing their employees, and for providing opportunities, if appropriate, to correct performance or behavior deficiencies. Employees are responsible for understanding supervisors' performance and conduct expectations and for actively participating in counseling and corrective action efforts.
Supervisors may use a variety of counseling and corrective action approaches as needed to address the specific nature of each problem professionally and constructively. The goal is to identify and resolve problems as early as possible through timely and effective partnership with employees.
The use of Counseling and Corrective Action does not change the ultimate at-will status of employees. Managers and Supervisors may modify these guidelines as conditions may require.
Employees are ineligible to post for positions within the University while on a current performance improvement plan.
Depending upon the severity of a situation, usually the first step before formal corrective action would normally be informal counseling. Counseling should be an initial verbal discussion between supervisor and employee to inform the employee of a problem at the earliest possible opportunity. The intent of counseling is to prevent a problem from becoming more serious or prolonged.
A written record of the counseling is necessary to register what took place. The counseling should take place in a private setting, and be based on specific facts. It should express confidence in the employee’s ability to improve and indicate the supervisor’s willingness to assist. Informal counseling is not a form of corrective action; however, it can be referenced at a later date if corrective action is taken. This discussion can take place during periodic performance evaluations or as a stand-alone counseling.
Steps in Counseling an Employee:
Corrective Action is normally implemented after counseling has failed to correct the problem. However, corrective action may be used without counseling. Normally, corrective action is used to draw the employee's attention to the seriousness of a specific incident or a pattern involving performance or conduct. The following describes the most common corrective actions. Depending on the seriousness of the offense, some or all steps may be bypassed. Documentation of all formal corrective actions will be filed in the employee’s personnel file and does remain as a permanent part of the record. If twelve consecutive months pass without further corrective action, previous corrective actions will normally not be considered when determining future corrective action.
Immediate dismissal, after a review of the facts but without going through all the steps of the correction process, may occur due to serious misconduct, including but not limited to illegal activities, discrimination, harassment, drug or alcohol abuse, or acts of physical violence. Human Resources must be consulted and involved before immediately dismissing an employee.
The Dispute University's Reconciliation Procedure is available to all employees who wish to appeal a corrective action.
The University’s Grievance Procedure is available to all employees who wish to appeal a termination decision