I get the impression that the classified employment system protects employees no matter what! What can we do about truly unacceptable employees?
Classified staff can be held accountable and can be discharged when appropriate. The progressive discipline procedures required by classified policies and procedures can seem frustrating, but they are required to protect employer AND employee rights. While following the established procedures may take longer than terminating an employee after the first infraction, demonstration of good faith efforts to address performance issues will reduce the University’s exposure to a legal challenge to a termination decision. Progressive discipline that leads to correction can prevent unnecessary loss of the training investment in employees and can reduce replacement hiring costs. Thoroughly assessing an employee during the probation period and providing consistent coaching usually minimizes the chance that progressive discipline will be necessary.
Related Questions
- Do employees at the Health System who are also patients within the Health System have an advantage since their employment status allows them access to patient electronic information?
- Can the system handle the payroll of employees who have casual-plantilla, contractual and job order employment status?
- Why is the University required to verify employment verification using the E-Verify system for current employees?
