Introduction

This manual is comprised of frequently addressed issues regarding the daily management of staff. As a Supervisor, one of your responsibilities is administration of the union contracts, Board of Trustees Rules and/or Human Resources Policies & Procedures. It is imperative that the classification/representation status of the employee be considered for application of the appropriate rules. Following each header are the links to policies, rules and union contract language for specific classification/representation.

Probationary Period

During the probationary period, an employee shall receive regular feedback from the supervisor and the person training him/her. Guidelines for probationary period and evaluations follow.

• AFSCME Represented Employees – Article 10.8 – Probationary Period
  There are other references to probation in Article 10.6, Article 11.6 and 11.8 and Article 21.11
• IUOE Represented Employees – Article 18.D - Wages
  
• ONA Represented Employees – Article 7 – Probationary Period and Orientation
  
• SEIU Represented Employees – Article 11.12 – Probationary Periods
  There are other references to probation in Article 11.5 and Article 12.5.A
  
• Classified Unrepresented Employees – BOT Rule 3361:30-25-01 and HR Policy 18-01
  
• Unclassified, unrepresented staff does not serve a probationary period. They are at will employees who serve at the pleasure of the Board of Trustees.

Performance Evaluations

Daily feedback from supervision is vital to a good working relationship. Subordinates look to management for guidance, direction, training and encouragement. Following are the provisions for the formal evaluation process.

• AFSCME Represented Employees – Article 23 – Evaluations
  
• ONA Represented Employees – Article 20 – Miscellaneous
  
• SEIU Represented Employees – Article 13 – Evaluations
  
• Classified Unrepresented Employees – BOT Rule 3361:30-25-01 and HR Policy 18-01

Performance Management

Performance Management tips and tools are designed to help supervisors better manage employee performance. If you have any questions or need further assistance, please call Labor Relations and Policy Development at 515-556-6372.

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Corrective Actions

Except in the case of an offense justifying the immediate removal of an employee, the University of Cincinnati promotes the philosophy of progressive discipline that provides the employee the opportunity to understand a problem and the corrective action necessary to improve identified deficiencies. Corrective action is meant to be corrective and not punitive.

• AFSCME Represented Employees – Article 8 - Corrective Action Procedure
  
• IUOE Represented Employees – Article 8 - Disciplinary and Grievance Procedures
  
• ONA Represented Employees – Article 12 - Discipline
  
• SEIU Represented Employees – Article 9 - Corrective Action Procedures
  
• Classified Unrepresented and Unclassified Unrepresented Employees – BOT Rule 3361:30-19-01 and HR Policies 15-01, 15-02, 15-03, 3.5.1, 15-05, 15-06.

Grievance Procedures

Should an employee decide to file a grievance, the procedures for the grievance processes are outlined below.

• AFSCME Represented Employees – Article 9 – Grievance Procedure
  
• IUOE Represented Employees – Article 8 – Disciplinary and Grievance Procedures
  
• ONA Represented Employees – Article 8 – Grievance Procedure
  
• SEIU Represented Employees – Article 10 – Grievance Procedure
  Classified Unrepresented – BOT Rule 3361:30-23-01 and HR Policy 17-01
  
• Unclassified Unrepresented – BOT Rule 3361:30-23-05 and HR Policy 17-01

Leaves

Employees are provided leave for various reasons. Some leaves are paid leaves and others are unpaid leaves. An employee who is on sick leave for a period of 5 days or more and who is eligible for Family Medical Leave should receive a notice of provisional designation of leave as Family Medical Leave contingent upon certification. Please contact the Human Resources Department at 513-556-6381 for assistance.

• AFSCME Represented Employees – Article 17 – Sick Leave, Article 18 – Other Leaves
  
• IUOE Represented Employees – Article 16 – Sick Leave, Article 17 – Other Leaves
  
• ONA Represented Employees – Article 13 – Sick Leave, Article 14 – Other Leaves
  
• SEIU Represented Employees – Article 21 – Sick Leave, Article 22 – Other Leaves
  
• Classified and Unclassified Unrepresented – BOT Rules 3361:30-31-01 through 3361:30-31-28
  

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