Employee Relations
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Absence & Lateness Sample Policy
Corrective Action Sample Policy
EEO is the Law poster
Employee Rights Under the National Labor Relations Act- Workplace Poster
Exit Interview Model Form
Federal Labor Laws by Number of Employees
Four New Executive Orders for Federal Contractors
Notice of Performance Probation Model Form
OLMS Fact Sheet- Obligation of Federal Contractors to Notify Employees of Their Rights Under Federal Labor Laws
Sample Letter of Termination
Termination Checklist Model Form
Written Warning for Absence/Lateness Model Form
Written Warning for Performance Model Form
FORMS AVAILABLE IN THIS WEBSITE ARE FOR INFORMATIONAL PURPOSES ONLY AND SUBJECT TO OUR TERMS OF USE AND ARE NOT A SUBSTITUTE FOR THE ADVICE OF AN ATTORNEY. LEGAL
ADVICE OF ANY NATURE SHOULD BE SOUGHT FROM LEGAL COUNSEL IN THAT THE FORMS ARE PROVIDED AS SAMPLES AND MODEL GUIDELINES.
Frequently Asked Question's
Introduction
The term employee relations refers to the general management and planning of activities related to developing, maintaining and improving employee relationships. Successful
organizations know that good employee performance is influenced by positive morale, and a healthy, thriving organization depends on a good employee morale influenced by positive
employee relations. An organization needs to build and maintain two way communication and trust with their employees. It is important that employees are well informed and that
management expectations are clearly communicated. Employees left to their own erroneous perception or uncertainties can have a negative effect on performance.
Who should participate in a disciplinary meeting?
The employee and the employee's supervisor should be present. If the supervisor feels that a witness is necessary in the disciplinary meeting, the witness should be an individual
that the employee will view as a neutral party. A human resources representative would be the most appropriate choice to serve as a witness. An employee may not have a witness of
their choice (such as a friend, co-worker, or relative) present at a disciplinary meeting. There are some regulatory exceptions to this practice in labor union environments.
Do I need to document a verbal warning?
Yes, any time there is a formal discussion with an employee regarding their work produced or work habits; it is wise to document what was discussed, the solutions agreed upon and
the date and time of the meeting. The employee does not necessary need to sign the documentation in the case of a verbal warning. However, the documentation can be used if the
employee does not correct the problem/issue.
Are there best practices in issuing disciplinary action?
Yes, make sure that a thorough investigation has been completed including first hand knowledge and information from any witnesses. Make sure the supervisor focuses on the actions
that require correction instead of qualities about the individual. The supervisor should speak to the employee in private and give the employee an opportunity to respond to the
allegations. Always consult with a human resources or other management individual to review the documentation and recommended disciplinary actions to ensure fairness and consistent
treatment with established policies.
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