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Policy: Discipline & Dismissal of Support Staff Excluded from Bargaining Units

Human Resources


EFFECTIVE DATE:

January 26, 1995 (replaces policy dated April 1, 1989)

AUTHORITY:

VICE-PRESIDENT (FINANCE & ADMINISTRATION)

PURPOSE:

The purpose of this policy is to establish the regulations and procedures pertaining to discipline and dismissal of support staff who are excluded from bargaining units at The University of Winnipeg.

SCOPE:

This policy and the procedures outlined herein apply to all support staff at the University who are excluded from bargaining units. For employees who are members of a bargaining unit, consult the corresponding article in the appropriate collective agreement.

The President, under exceptional circumstances, may waive the application of this policy.

RESPONSIBILITY:

The Director of Human Resources is responsible for the communication, administration, and interpretation of this policy.

POLICY:

The University recognizes that it may become necessary to discipline and/or dismiss a non-probationary employee for unsatisfactory job performance or conduct contrary to the rules and regulations of the University. In circumstances where discipline and dismissal may become necessary, the following procedures should be followed.

PROCEDURES:

Step 1

The appropriate administrator shall discuss the unsatisfactory job performance or improper conduct with the employee with a view to resolving the problem.

Step 2

If consultation does not resolve the problem, the employee shall be given a letter of warning. The letter of warning should outline the problem, suggest expected courses of corrective action, set a specific review period where appropriate, and advise of possible consequences. The Human Resources Department should be consulted before the letter of warning is given to the employee. A copy of all letters of warning shall be sent to the Human Resources Department.

Step 3

If the written warning does not resolve the problem, the employee shall be suspended without pay. The Human Resources Department should be consulted before a suspension is imposed and the employee shall be advised in writing of the suspension. A copy of all notices of suspension shall be sent to the Human Resources Department.

Step 4

If the suspension does not resolve the problem, the employee shall be dismissed. An employee who has been dismissed in accordance with the discipline and dismissal steps as outlined above shall not require prior notice of dismissal. A copy of all letters of dismissal shall be sent to the Human Resources Department. Where an employee has been dismissed in accordance with these steps a notice period is not required.

Suspension or Dismissal for Just Cause

The suspension or dismissal of a non-probationary employee without prior warning may occur where there is just cause. Just cause includes, but is not limited to, conduct such as insubordination, dishonesty, and violent or improper behaviour. Guidance in assessing the circumstances and determining the appropriate disciplinary action should be obtained from the Human Resources Department.

Review of Letters of Warning

Letters of warning shall be reviewed every three (3) months and shall expire after six (6) months unless reconfirmed. When a letter of warning is no longer appropriate, the employee will be so notified in writing and the letter removed from the employee's personnel file. A copy of the notification shall be sent to the Human Resources Department in order to ensure that the letter of warning is removed from the personnel file.

Grievance Procedure

Employees may use the grievance procedure to appeal any formal action taken pursuant to the above policy.

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