It is the intent of the University of Nebraska Medical Center to effectively manage employee performance (both work product and workplace behavior/conduct) from the date of hire to the date of separation from employment.

• An office-service employee serves one six-month original probationary period, upon first hire at UNMC. 

• An original probationary period employee has the right to a pre-termination hearing and written notice of termination.

• An original probationary period employee who believes that his/her civil rights, with respect to employment, have been violated by a dismissal action or who wishes to raise issues of discrimination and/or sexual harassment may contact UNMC Human Resources-Employee Relations/Affirmative Action at 402/559-5827 during normal business hours, Monday-Friday.

• When an employee's original probationary period ends, a performance evaluation should be completed and forwarded to Human Resources-Records for inclusion in the employee's personnel record.  

Performance appraisals should be completed annually for all employees.  Performance evaluations should also be completed at the end of end of an office-service employee's original six-month probationary period or after the first six months of an internal transfer to a new job at UNMC. 

It is desirable to complete a first performance appraisal after an employee's first six months in a new job, as a tool for communication, re-orientation, and establishment of a baseline of performance.  The performance appraisal should be a reflection of the employee's entire work performance, which includes both the work product and workplace behaviors, and should cite areas of strength, areas in need of improvement, as well as future planned developmental goals. 

For assistance in creating performance evaluation tools, please contact Human Resources -Strategic Staffing at 402/559-4101 during normal business hours.  All performance evaluations must be completed within the context of NuValues and Performance Leadership (http://www.unmc.edu/nuvalues)

The following criteria should be of assistance to managers and supervisors in determining appropriate workplace behaviors and conduct.  Departments should consult with Human Resources - Employee Relations at 402/559-5827 for detailed information on use of corrective action.

Conduct or actions justifying corrective actions, up to termination for cause, include, but are not limited, to:

• Violation of, or failure to comply with, state or federal law.  Failure to comply with the published rules, regulations, policies, or procedures of the employing department or of the University.

• Discrimination in the form of sexual harassment or discrimination in the form of prohibited harassment because of protected status.

• Possession by employees of dangerous weapons - concealed or unconcealed - on university property, on the worksite, or in University vehicles.  A dangerous weapon shall include guns, knives, explosives, or other devices, which in the manner used or intended, are capable of producing death or bodily injury.  Employees possessing devices provided to them for purposes of carrying out work responsibilities shall not be deemed to be in possession of dangerous weapons.

• Threats or acts that affect or are perceived to affect the safety, health, or well being of another person.

• An act that causes disruption of work being performed.

• An act or conduct (on-the job or off-the job) that adversely affects the employee's performance and/or the accomplishment of the job.

• Failure or refusal to comply with a lawful request or to accept a proper assignment from an authorized supervisor.

• Inefficiency, incompetence, or negligence in the performance of duties.

• Possession of narcotics, alcoholic beverages, or other unlawful drugs on University property or while performing duties of employment, drinking alcoholic beverages or using unlawful drugs on duty, or reporting for duty under the influence of alcohol and/or unlawful drugs.

• Dishonesty of any kind, including but not limited to, theft of property, equipment, or funds belonging to UNMC or to others; use of time, material, or facilities for purposes unrelated to the work of UNMC; removal or borrowing of property, equipment, or funds belonging to UNMC or others without permission; or misrepresentation for the purpose of obtaining employee benefits or privileges.

• Soliciting or accepting anything of value based on an understanding that one's official action or judgement will be influenced thereby.

• Using one's position for personal gain, including the use of confidential information received through one's position to obtain favor or financial gain (other than compensation provided by law) for oneself or others.

• Falsification, fraud, or intentional omission of information in University documents or time cards.

• Inappropriate handling or release of confidential or other information not authorized for release.

• Falsification, fraud, or omission of information in applying for a position

• Unauthorized or improper use of any type of leave or abuse of meal or rest periods.

• Repeated tardiness or unauthorized leave, including unauthorized departure from the work area.

• Failure to maintain satisfactory working relationships with students, the public, other employees or supervisors.

• Failure to obtain and/or maintain a current license or certification required by law or department standards as a condition of employment.

• Conviction of a felony.

• Insubordinate acts of language toward a supervisor that substantially interferes with and impedes efficient operations or substantially interferes with and impedes the ability of a supervisor to manage or function.

• Inappropriate or other non-job related personal attacks or repeated harassment of subordinates, co-workers, supervisors, faculty, staff, students, or the public

• Failure to use safety equipment or endangering self or others by engaging in unsafe practices.

• Any other behavior not in the best interest of the University.

For any of the above, UNMC management may take the following types of corrective actions:  verbal notice for inappropriate workplace behaviors/conduct; verbal notice for work product deficiencies; written notice for inappropriate workplace behaviors/conduct; written notice for work product deficiencies; suspension with pay; and termination for cause.  

Verbal Notice of Corrective Action

Management may give verbal notice to alert an employee to specific deficiencies [failure to meet work product standards or workplace behavior/conduct standards].

It is recommended that the verbal notice be given at a meeting between management and the employee.  Management should explain in detail the reasons for the verbal notice, describe the problem, and listen to the employee's response.  The meeting should end with a plan of action for correcting the problem.  It is recommended that notes describing the meeting, verbal notice, and plan for action should be kept in departmental files.

Written Notice of Corrective Action

Management may give written notice to an employee regarding serious performance deficiencies [failure to meet workplace behavior/conduct standards or work product standards]. 

The written notice should include detailed documentation regarding the problem, a written plan for corrective action, and time limits for improvement if applicable.  The employee should sign and date the written notice.  The employee should receive a copy of the written notice.

During any meeting to present a written notice, it is recommended that management prepare a written summary and keep a summary in the employee's departmental file.  The employee should be apprised of his/her rights to the UNMC grievance process in policy # 1020.  A copy of the written notice should be forwarded to UNMC Human Resources-Employee Relations(at Campus zip 985470) for inclusion in the individual employee's personnel record.

 The form (Written Notice) for corrective actions is located at:

The form (Written Notice) for corrective actions is located at: http://app1.unmc.edu//hr/intra/pandp/forms/writnot.pdf

Suspension with Pay

Management must consult with Human Resources - Employee Relations before placing an employee on "suspension with pay."  Management may use "suspension with pay," during an employment situation investigation, pending an employment decision, if the individual employee's presence on campus could endanger others or present a risk to UNMC, or if the individual employee's presence in the workplace could hinder the inquiry into and resolution of the employment situation. 

Suspension Without Pay

Note:  Suspending an employee without pay requires the prior approval of the UNMC Executive Director of Human Resources. 

Suspension without pay is appropriate when other efforts to correct unsatisfactory work performance or behavior have failed  It is also appropriate as a first corrective action when the immediate supervisor considers the unsatisfactory work performance or behavior to be serious enough to warrant a severe penalty. 

After considering the circumstances and the employee's explanation, the supervisor, with the assistance of the UNMC Executive Director of Human Resources, decides whether to implement the suspension.  The period of suspension is without pay and should normally not exceed five workdays.  Suspension without pay is implemented by a written notice to the employee of the suspension and the reasons for the action.  If an employee is to be placed on "corrective probation" upon return to work, that fact must be included in the written notice. 

Employees on suspension without pay will not be granted vacation, sick, floating/banked holiday, or regular holiday leave, nor may they use compensatory time previously earned to avoid being without pay.

 

Pre-termination Hearing

Any employee who may be "terminated for cause" will receive pre-termination hearing. In such cases, the individual will be notified in advance in writing of the time and place of pre-termination hearing and will be afforded the opportunity to present information on his/her own behalf.  Please consult with Human Resources - Employee Relations for template letters and other detailed information on the hearing process. 

Termination for Cause

UNMC employees who fail to meet department, unit, or UNMC work product or workplace behavior/conduct standards may be "terminated for cause."  Management must make that decision only after consultation with Human Resources - Employee Relations.   

In accordance with Loudermill, any employee considered for "Termination for Cause" will be given a pre-termination hearing.  If, after the hearing, "Termination for Cause" is recommended, the employee will be given written notice of the termination and will have access to the UNMC grievance process in policy # 1020.

 

Grievable Corrective Actions

UNMC employees may file a grievance under UNMC policy # 1020 for written notice for inappropriate workplace behavior/conduct, written notice of work-product deficiencies, suspension without pay, or termination for cause.  Original probationary period office-service employees are excluded from the UNMC grievance process, unless the grievance is a civil rights matter.  See UNMC Policy #1020

Employee Grievance Process

 

Equal Employment Opportunity The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.