One of your team is an active member of the union but is performing improperly. After several sessions with the employee performance is still unacceptable. What would you do? Saving Changes...
Senior Projects Manager | Field & Marten AssociatesNew Westminster, British Columbia, Canada
Review the union rules to start with. I think there is a certain number of written warnings you have to give him before you take any further steps, not sure though. Saving Changes...
Escalate it to their line manager, or relocate them (to another project/area or out of the organization), since you already stated that "After several sessions with the employee performance is still unacceptable."
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1 reply by Riyadh Salih
Feb 26, 2018 9:23 PM
Riyadh Salih
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Sante that would be great I wish we have that power to relocate or even if there is another department to send to.
Just normal procedures with respect to union rules. You have to go through 6 weeks of performance reviews over 3 sessions every two weeks and then if he has not show improvement you can fire him ... this is in Australia.
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1 reply by Riyadh Salih
Feb 26, 2018 9:20 PM
Riyadh Salih
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Thanks Kevin, I am afraid that sometimes we don't have that window of six weeks
I think it's better to assess the situation the situation and try bringing them closer by repetitive sessions/ discussions , table talks can bring upon good results. Saving Changes...
Based on your comment, "after several sessions with the employee performance is still unacceptable." I would consult their Manager and include your HR/Legal department. They can advise accordingly to company policies and processes. Saving Changes...
Mansoor MustafaSenior PM| Government DepartmentRawalpindi Punjab, Pakistan
Initial verbal warning, then written warning and then process the case to HR/ legal department for necessary action as per rules and regulations Saving Changes...
Understand local laws and the union rules. What are the corporate policy and support you can get.
There is usually something about written warning lettre, delay, second letter,.....
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1 reply by Riyadh Salih
Feb 26, 2018 9:26 PM
Riyadh Salih
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Vincent that's true about written, we need to prove due diligence by documenting all session with the employee and follow local laws and regulations
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Janice GrierSenior Technical Vendor Manager| ATTShelby Township, Mi, United States
The Labor Contract must be reviewed as well as the company policies as they apply to progressive discipline. If in a functional organization also contact their direct supervisor.
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1 reply by Riyadh Salih
Feb 26, 2018 9:17 PM
Riyadh Salih
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Janice Thanks for your valued input I like that you mentioned about progressive discipline I did study that all to ensure just cause taking in consideration all contributing / aggravating factors but this would be easier in non union company however it is important to go through the collective agreement and grievance procedures and yes we need to have witness
The Labor Contract must be reviewed as well as the company policies as they apply to progressive discipline. If in a functional organization also contact their direct supervisor.
Janice Thanks for your valued input I like that you mentioned about progressive discipline I did study that all to ensure just cause taking in consideration all contributing / aggravating factors but this would be easier in non union company however it is important to go through the collective agreement and grievance procedures and yes we need to have witness Saving Changes...
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